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. Genereally describes a situation in which an organization shares joint responsibility and liability for their alternative workers w/ the alternative staffing supplier; aka joint employment






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






3. 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






4. 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






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






6. An interview conducted when an employee is terminating with a company in which employee is asked to share views on selected issues.






7. Uses a variety of individuals associated w/ the industry to forecast ideas and assumptions






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






9. 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






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






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






12. When the interviewer asks open questions and provides general direction but allows the applicant to guide the process; a response to one question indicates the next question the interviewer will ask






13. Internal recruiting method that allows employees to indicate an interest in a position before it become available.






14. Generally describes the phenomenon of minorities and women being blocked by an invisible barrier from attaining senior executive positions






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






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






17. 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






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






19. 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






20. A projection of future demand based on a past relationship - involves a single variable






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






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






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






24. 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...'






25. A type of criterion-related validity determined by relating the test scores of a group of test takers who take a test (Test A) to some other criterion measure (Test B) that is administered at the same time






26. 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.






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






28. Spells out the qualifications necessary for an incumbent to be able to perform the job






29. 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






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






31. 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






32. A systematic counsling process by which a laid-off or terminated employee is counseled in the techniques of career self-appraisal and in securing a new job that is appropriate to his/her talents and needs






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






34. 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






35. 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.






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






37. Specifies that an employee is not required to evaluate each component of the selection process individually if the end result of the process is predictive of future job performance






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






39. 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.






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






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






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






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






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






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






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






47. Summarizes the most important features of a job - including a description of the work that details the required tasks - knowledge - skills - abilities - responsibilities - and reporting structure






48. 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






49. 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






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