5 Written Questions

1. Situation in which an organization shares joint responsibility and liability for their alternative workers with an alternative staffing supplier; also known as co-employment.
2. Type of interviewer makes snap judgments and lets first impression ( either positive or negative ) cloud the interview.
3. Act that prohibits discrimination in employment for persons age 40 and over except where age is a bona fide occupational qualification.
4. Act that requires that federal employee relations legislation enacted by Congress apply to employees of Congress
5. Group of individuals who meet face-to-face to forecast ideas and assumptions and prioritize issues.

5 Matching Questions

1. Construct validity
2. Affirmative action plans (AAPs)
3. Turnover
4. Simulations
5. Organizational display

1. a Representations of real situations; give organizations the opportunity to speculate as to what would happen if certain courses of action were persued.
2. b Part of an affirmative action plan that provides a graphical presentation of the organizational units, including their inter-relationships.
3. c Plans that focus on the hiring, training, promoting, and compensating of protected classes where there are deficiencies.
4. d Annualized formula that tracks number of separations and total number of workforce employees for each month.
5. e Extent to which a selection device measures the theoretical construct or trait (e.g., intelligence or mechanical comprehension).

5 Multiple Choice Questions

1. Act that prohibits discrimination against a qualified individual with a disability because of the disability of such individual.
   1. Content validity
   2. Americans with Disabilities Act (ADA)
   3. Cognitive ability tests
   4. Organizational exit
2. Procedural document designed to assist employers in complying with federal regulations prohibiting discrimination.
   1. Uniform Guidelines on Employee Selection Procedures
   2. Affirmative action (AA)
   3. Oncale v. Sundowner Offshore Service, Inc.
   4. First-impression error
3. Occurs when an employer makes working conditions so intolerable that an employee has no choice but to resign.
   1. Constructive discharge
   2. Nondirective interview
   3. Retaliatory discharge
   4. Negative emphasis
4. Knowledge, skills, abilities, and personal attributes that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.
   1. Job compentencies
   2. Job Analysis
   3. Placement Goals
   4. Compentency model
5. Document prepared by job candidate (or professional hired by candidate) to highlight candidate's strengths and experience.
   1. Halo effect
   2. Resume
   3. Garnishment
   4. Horn effect

5 True/False Questions

1. Staffing → HR function that identifies organizational human capital needs and attempts to provide an adequate supply of qualified individuals for jobs in an organization.

   True        False

2. Negative emphasis → Type of interviewer bias that involves rejecting a candidate on the basis of a small amount of negative information.

   True        False

3. Co-employment → According to EEO regulations, anyone who expresses an interest in employment, regardless of whether that person meets the employer's minimum qualifications for the job.

   True        False

4. Predictive validity → Extent to which a selection device measures the theoretical construct or trait (e.g., intelligence or mechanical comprehension).

   True        False

5. Pennsylvania State Police v. Suders → Court ruling dealing with reverse discrimination charges; upheld that Title VII allows for voluntary, private, race-conscious programs aimed at eliminating racial imbalance in traditionally segregated categories.

   True        False