Test your basic knowledge |

HRI Certification

Subjects : certifications, hri
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. A process of working with and through others to get a significant task or project completed






2. A specific point associated with an agenda item that needs some type of action performed






3. Simply an account of past sales volumes in a foodservice operation






4. Serve as a set of standards by which an organization operates






5. The execution of processes and the use of tools that increase a person's efficiency and productivity






6. Employees who - inaddition to their regularly assigned tasks - train new hires and perform other functions assigned by management






7. Someone who can play the role of a wise advisor for you






8. Uses a definite format that involves a set of questions to chart the employee's response






9. Intact work units of a small group of employees who manage many daily operational issues with little supervision






10. Further refine and divide the organizational goals and departmental objectives into smaller components that focus on an individual's contribution






11. A chart that shows employees what days and hours they are expected to work






12. The ability to attend closely to what another person is saying to capture the essence of a message being communicated






13. Factors that incite an employee to put out more effort and enthusiasm for his or her job






14. Developing the message to be sent






15. Discussion between involved people with the goal of reaching an agreement that both can accept






16. Those factors that cause a person to behave or act in either a goal-seeking or satisfying manner and may be influenced by physiological drives or by external stimuli






17. Includes key personnel to be notified in the event of a crisis - such as each member of management






18. The act of identifying with the feelings - thoughts - or attitudes of another person






19. A process that assists the employee in improving his or her performance - and bringing it up to standards to avoid termination procedures






20. A process for developing employees' abilities to do tasks other than the ones they are regularly assigned to do






21. Costs that management cannot control






22. The originator and developer of the information that will be communicated






23. The norms regarding how meetings are run - how participants should interact - and what behavior is acceptable






24. Expand the responsibilities of a particular group of employees






25. The medium through which the message will be communicated






26. A situation in which management must terminate an employee for one of four reasons - including lack of work for the individual - lack of funding - unsatisfactory performance - or violating a company policy






27. Statements of desired results






28. Meetings that share communication






29. An additional sum paid to an employee whose work is superior and whose services are valued






30. The degree of responsibility an individual has to an activity






31. The process of sending and receiving information by talk - gestures - or writing for some type of response or action






32. A hybrid of favoritism in which a manager favors a relative for special assignments or promotions






33. The ability to inspire and motivate employees to behave in accordance with the vision of an organization and to accomplish the organization's goals






34. Govern unemployment compensation






35. Refers to a wide range of processes that encourages solutions to problems that do not require formal grievance steps within an organization






36. An estimate of future sales based on historical sales records and other information viewed as relevant by management






37. Personal characteristics that are work-related






38. A federal law that sets minimum wage - overtime pay - equal pay - record-keeping - and child-labor standards for covered employees






39. The action or situation that initiates the problem






40. Any message presented to staff to create a cohesive and productive workforce






41. The sum of activities a person performs to meet goals and/or to further his or her career






42. A strategy of steps to carry out so that a problem does not recur






43. Providing encouragement - listening more than telling - and promoting team discussions






44. Formulating the details of a meeting beforehand so you and the participants know what should occur during it






45. Occurs when an employee - of his or her own free will - decides to leave an organization






46. The budgeted dollar amount for each type of cost






47. A federal law that allows eligible employees to take an extended amount of time off for medical and other personal reasons






48. Differs from other forms of communication in that there are usually only a few participants involved (often just two people) - the individuals are in close proximity to each other as shown - and the feedback is immediate






49. An event that happens without warning and normally affects a number of people






50. Those costs that have both a fixed and variable element - such that one part will not change as sales volume changes - whereas the other part will change