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. Prohibits discrimination against job applicatns on the basis of national origi or citizenship; establishes penalties for hiring illegal aliens and requries employers to establish each employee's identity and eligitbility to work within 3 days of hire






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






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






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






5. Representations of real situations in abstract from - often referred to as 'what if' scenarios; give organizations the opportunity to speculate as to what would happen if certain courses of action were pursued.






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






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






8. 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






9. 1989 court ruling that the rigid numerical quota system of Richmond - Va was unconstitutional bc hte city had not laid the proper groundwork and had not adquately identified or documented discrimination






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






11. 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






12. 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






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






14. Information that prepares the employee by introducing him/her to the work environment - coworkers - and formal and informal work rules






15. 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.






16. Set of job competencies that together make up a profile for success for a particular job






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






18. Requires employers to give a minimum of 60 days notice if a plant is to close or if mass layoffs will occur






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






20. Prohibits discrimination against certain veterans by the U.S. government and federal contractors






21. Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier






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






23. When the interviewer assumes an aggressive posture to see how the candidate responds to stressful situations; used extensively in law enforcement - air traffic control and similar high-stress industries






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






25. Type of interviewer bias; the interviewer allows one strong point that he or she values highly to overshadow all other information - works in the candidates favor






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






27. Amended Title VII to prohibit discrimination on the basis of pregnancy - childbirth - or related conditions






28. 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


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






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






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






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






33. Group or team interview of a job candidate






34. A systematic study of jobs to determine what activities and responsibilities they include - their relative importance and relationship with other jobs - and the conditions under which the work is performed.






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






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






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






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






39. 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






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






41. Attempts to measure a person's social interaction skills and patterns of behavior; report what might be described as traits - temperaments - or dispositions






42. Any part of the selection process that provides an applicant with honest and complete info about a job and the work environment






43. Analysis that determines if adverse impact exists; the employer examines the labor marker in the firm's recruiting area - determines the percentage of workers in a protected class that are present - and then applies the 4/5 rule to this number






44. Type of sexual harassment that occurs when an employee is forced to choose between giving in to a superior's sexual demands or forfeiting an economic benefit such as a pay increase - promotion - or continued employment






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






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






48. 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






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






50. Court ruling that distinguished between supervisor harassment that results in tangible employment action and supervisor harassment that does not