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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. 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






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






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






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






5. Designed to prove areas of interest to the interviewer in order to determine how well the candidate meets the needs of the organization






6. A measure or predictor with a high degree of consistency






7. 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






8. 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






9. Court ruling that first held that sexual harassment violates Title VII of the Civil Rights Act of 1964 regardless of whether it is quid pro quo or hostile environment harassment






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






11. An agreement between an employer and an employee that explains the employment relationship; aka employment contract






12. 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...'






13. A type of criterion-related validity; the degree to which the predictions made by a test are confirmed by the later behavior of test takers






14. 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






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






16. When rules applied to all employees have a different and more inhibiting effect on a protected class than on the majority; occurs when the selection rate for a protected class is less than 80% of the rate for the class w/ highest selection rate; aka






17. 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






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






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






20. Modifying or adjusting a job application process - a work environment - or the circumstances under which a job is usually performed to enable a qualfied individual with a disability to be considered for the job and perform its essential functions






21. A type of flexible staffing option in which one staffing firm supplies all needed temporary employees






22. Court ruling that ultimately established the 'reasonable persons' standard in a sexual harassment case






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






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






25. Group or team interview of a job candidate






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






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






28. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination






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






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






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






32. Occurs when protected classes are intentionally treated differently from other employees or are evaluated by different standards






33. A type of flexible staffing option; an independent company with expertise in operating a specific function contracts with a company to assume full operational responsibility for the function






34. 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






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






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






37. Part of an affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities - wage rates and opportunities for advancement.






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






39. 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.






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






41. 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






42. Extent to which a selection device measures the theoretical construct or triat






43. 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






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






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






46. 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






47. Part of an affirmative action plan that provides a geographical presentation of the organizational units - including their interrelationships






48. 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






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






50. 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







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