Test your basic knowledge |

Human Resources Management: Staffing

Subject : business-skills
Instructions:
  • Answer 50 questions in 15 minutes.
  • If you are not ready to take this test, you can study here.
  • Match each statement with the correct term.
  • Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.

This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions






2. Useful when an organization has a high volume of applicants for a job and face-to=face interviews are needed to judge prequalification factors






3. Refers to the link btw a selection device and job performance; requires a careful analysis of the job itself






4. Internal recruiting method that allows current employees the chance to respond to announcements of positions.






5. A blend of marketing communications - and performance technology intended to get an organization's name out to a mass audience fast; a basis for recruiting employees






6. When the interviewer asks each applicant questions that are from the same knowledge - skill - or ability area; the questions - however - are not necessarily the same; aka targeted interview






7. Type of interview in which the interviewer poses specific questions to the candidate and keeps control






8. The degree to which an interview - test - or other selection device measures the knowledge - skills - abilities or other qualifications that are part of the job.






9. Court ruling that colleges and universities could legitimately consider race as a factor in the admissions process






10. Type of interviewer bias; involves rejecting a candidate on the basis of a small amount of negative information






11. Latin term for 'on first view' or 'at first appearance'; in an EEO case - when a plaintiff presents evidence of a prima facie case - the employer must articulate a legitimate - nondiscriminatory reason for its decision






12. Affirmative action plan term; having a smaller proportion of women or minorities than is indicated by their availabilities






13. When the interviewer asks every applicant the same questions; aka structured interviews






14. External recruiting method; firms seek out candidates - usually for executive - managerial or professional positions.






15. Tests that assess skills the candidate has already learned






16. According to EEO regulations - anyone who expresses an interest in employment - regardless of whether that person meets the minimum qualifications for the job.






17. Makes it unlawful for employee to use lie detectors in employment decisions except fr a few narrowly defined exceptions for 'security-sensitive' positions






18. Typically begin with what - where - why - when - or how






19. Type of interviewer bias - when strong candidates who interview after weak ones may appear even more qualified than they actually are because of the contrast






20. Paper and pencil measures of applicants propensity toward undesirable behaviors such as lying - stealing - taking drugs or abusing alcohol






21. Situation in which gender - religion - or national origin is reasonably necessary to the normal operations of the business or enterprise






22. Require federal contractors and subcontractors with contracts in excess of $10 - 000 during any 12-month period to comply with Title VII and to take positive - results-oriented steps to eliminate employment barriers to women and minorities.






23. Protects the privacy of background information and ensures that the information supplied is accurate; imposes legal obligations on employers who use credit and other 3rd-party background reports






24. Serve as objectives or targets in an affirmative action plan when the percentage of protected-class workers is less than is reasonably expected given availability






25. A type of flexible staffing option; highly skilled technical workers (e.g. engineers - data processing specialists) supplied for long-term projects.






26. 1971 case that recognized adverse impact discrimination






27. External recruiting method; firms that provide support and assistance to displaced employees - including career counseling - resume preparation - interviewing workshops - job referral assistance - and retraining






28. Uses info provided by a group - group members take turns presenting forecast assumptions and the forecast is revised until a composite emerges that incorporates many of their assumptions






29. Requires federal agencies to take affirmative action in support of women's business enterprises






30. The process of hiring the most suitable candidate for a vacant position






31. Questions that can usually be answered with yes or no






32. External recruiting method; agencies that provide employment screening - testing - and referral at no cost to the employer.






33. Uses recruiting sources and workers who are not regular employees






34. Court ruling in the private sector dealing with reverse discrimination charges; upheld that Title VII allows for voluntary - private - race-conscious programs aimed at eliminating racial imbalance in traditionally segregated job categories






35. Type of interview in which the interviewer focuses on how the applicant previously handled real work situations






36. Court ruling that allowed Caucasian firefighters to sue the city of Birmingham - Alabama - fo reverse discrimination






37. Part of an affirmative action plan that compared the percentages of miinorities and women in each job group with the rates of availability for each job group






38. When employers decide to discharge particular employees for cause (e.g. poor performance - inability to work with management - and violations of employer policy)






39. Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.






40. Use information from the past and present to predict expected future conditions - include managerial estimates - delphi techniques - and nominal group technique






41. Any discrete component at which tere is a level of supervision responsible and accountable for the selection - compensation - etc. - of employees within the unit






42. Measures a person's respiration - blood pressure - and perspiration while they are asked a series of questions; the outcome is a diagnostic opinion about honesty; aka lie detector test






43. Primary job duties that a qualified individual must be able to perform - either with or without accommodation; a function may be considered essential because it is required in a job or because it is highly specialized






44. Describes the process of managng the way people leave an organization






45. Court ruling that even though a test has an adverse impact against a protected class - the test is legal if it is job-related






46. Fixed hiring and promotion rates based on race - gender - or other protected-class standards that must be met at all costs






47. Measures a person's respiration - blood pressure and perspiration while they are asked a series of questions - the outcome is a diagnostic opinion about honesty






48. Affirmative action plan term referring to the difference between the availability of members of a protected class and an organization's job group make-up






49. Case in which the Supreme Court held that evidence of misconduct acquired after the decision to terminate cannot free an employer from liability - even if the misconduct would have justified terminating the employee






50. Normally expressed as a percentage and computed as: Number of separations/Total Number in the workforce