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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. Internal recruiting method; computerized talent or skill inventories that can furnish a list of qualified people






2. 1971 case that recognized adverse impact discrimination






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






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






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






6. Act that requires that any federal employee relations legislation enacted by Congress apply to the employees of Congress






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






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






9. Type of interviewer bias; involves forming generalized opinions about how people of a given gender - religion - or race appear - think - act - feel or respond






10. Using statistics to determine whether relationships exist btw 2 variables






11. Type of interviewer bias - failure to recognize responses of a candidate that are socially acceptable rather than factual






12. Requires that a government entity must have a person' signed release before giving info about that individual to someone else






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






14. Expands the possible damage awards available to victims of intentional discrimination to include compensatory and punitive damages; gives plaintiffs in cases of alleged intentional discrimination the right to a jury trial






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






16. An agreement between an employer and an employee that explains the employment relationship






17. 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






18. Legal doctrine under which a party can be hald liable for the wrongful actions of another party; because of this doctrine - employers are legally responsble for the discriminatory acts of their employees






19. Court ruling that same-gender harassment is actionable under Title VII






20. Court ruling that endorsed using gender as a factor in an employment decision if underrepresentation is shown and if the affirmative action plan is not a quota system






21. 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.






22. Occurs when the employer make working conditions so intolerable that the employee has no choice but to resign






23. A type of flexible staffing option; employees who report to work only when needed






24. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka employment offer






25. Tests that assess skills the candidate has already learned






26. Court ruling that heldthat a represenatative of the company invaded privacy by questioning a psychologist (to whom an employee has been referred by the employee assistance program)






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






28. 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.






29. Prohibits discrimination or segregation based on race - color - national origin - religion and gender in all terms and conditions of employment






30. Court ruling that persons with contagious disesases could be covered by the Rehabilitiation Act of 1973; protection of the act prevents employers from discriminating against ailing persons






31. Type of interviewer bias; the interviewer makes snap judgments and lets her first impression (either positive or negative) cloud the entire interview






32. Court ruling that for a plaintiff-employee to win a lawsuit for discrimination under Title VII - a jury must find that the defendant-employers reason for an adverse employment decision was false and that the real reason for the decision was discrimi

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






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






35. When the interviewer asks every applicant the same questions;






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






37. A type of flexible staffing option; self-employed individuals hired on a contract basis for specialized services






38. Type of flexible staffing option; when a company needing help identifies specific eople and refers them to a staffing firm - which employs them and assigns them to work at the company






39. As defined by the EEOC - guidelines holding the employer responsibly for the actions of its employees - stating that..'unwelcome sexual advances - requests for sexual favors and other verbal or physical conduct of a sexual nature...'






40. Makes the hiring decision official; should immediately follow the final decision to hire a candidate; aka offer letter






41. The degree to which inferences made from an interview or a test are correct and accurate






42. Court ruling that a nonremedial affirmative action plan cannot form the basis for deviating from the antidiscrimination mandate of Title VII






43. Harassment that occurs when sexual or other discriminatory conduct is so severe and pervasive that it interferes with an individual's performance - creates an intimidating - threatening or humiliating work environment - or perpetuates a situation






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






45. 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






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






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






48. Occurs when a creditor obtains a court order requiring an employer to attack an employee's earning in order to pay back debt






49. People who are covered under a particular federal or state discrimination law; groups protected by EEO designations include but are not limited to women - African-Americans - Hispanics - Native Americans - Asian-Americans - people age 40 or olde






50. Group or team interview of a job candidate