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HRI Certification
Start Test
Study First
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 conversation without prepared questions
Unstructured exit interview
Root cause
Scheduling
Work styles
2. Costs that management can control
Interpersonal communication
Nonverbal communication
Controllable costs
Documentation
3. A potential solution to a problem
Norming
Crisis
Supporting
Alternative
4. The sum of activities a person performs to meet goals and/or to further his or her career
Professional Development
Delegation
Information receiver
Accountability
5. An event that happens without warning and normally affects a number of people
Compensation
Crisis
Historical sales information
Debrief meeting
6. A meeting between the employer and employee when the employee leaves the company
Conflict resolution
Exit interview
Favoritism
SWOT analysis
7. Factors that incite an employee to put out more effort and enthusiasm for his or her job
Motivators/Satisfiers
Work styles
Standard
Communication
8. Indicates that you have demonstrated a high level of skill and have met specific performance requirements by participating in a rigorous process to become certified
Stress
Certification
Noncontrollable costs
Interfunctional team
9. Refers not only to a person demonstrating exceptional industry skills and knowledge but also consistently conducting themselves with high standards
Professionalism
Problem-solving meetings
Sexual harassment
Ground rules
10. Involves telling the group what specifically needs to be accomplished - establishing guidelines - and providing specifics on the five Ws (who - what - when where - why) and how
Departmental/team objectives
Directing
Networking
Information receiver
11. A template used for creating weekly employee schedules
Cross-functional team
Individual performance of objectives
Master schedule
Voluntary termination
12. All aspects of the project are evaluated
Master schedule
Debrief meeting
Scheduling
Information receiver
13. Discussion between involved people with the goal of reaching an agreement that both can accept
Decoding
Professional Development
Problem solving
Negotiation
14. 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
Work styles
Commissions
Mission Statement
Interpersonal communication
15. Teams are getting to know each other - in addition to learning what will be required of them in order to achieve their assigned goal
Listening
Measurable results
Benchmark
Forming
16. Describes what an organization wants to become and why it exists
Message
Sales projections
Call/emergency meetings
Vision Statement
17. Putting a positive thought into the public's mind following a negative situation
Merit pay
Spin
Fair Labor Standards Act (FLSA)
Measurable results
18. Personal characteristics that are work-related
Work styles
Problem-solving meetings
Objective
Terminable acts
19. To plan or appoint employees to work at a certain time and date
Covers
Contingency plan
Scheduling
Decoding
20. Refers to the way in which managers interact with staff and the value system that governs their daily conduct
Action plan
Personal treatment
Mediation
Collective bargaining agreement
21. Brief meetings in which the goal is to decide and commit to action
Standard
Noncontrollable costs
Norming
Action meetings
22. The reality of the project sets in for the team and various interpersonal conflicts begin to surface
Storming
Self-directed teams
Interfunctional team
Alternative
23. Uses a definite format that involves a set of questions to chart the employee's response
Team
Teamwork
Structured exit interview
Conflict resolution
24. The ability to attend closely to what another person is saying to capture the essence of a message being communicated
Listening
Internal communication
Sales projections
Mediation
25. Refers to the need to develop relationships with people as individuals or in groups
Work styles
Fair Labor Standards Act (FLSA)
Affection
Action item
26. A process managers use to identify what causes stress for them in the workplace as well as in their personal life - and then to apply various strategies to minimize its effects
Historical sales information
Personal treatment
Preventable crisis
Stress Management
27. Guidelines and procedures that explain how employees must notify management if they are unable to work
Employee absence policy
Measurable results
Time Management
Information sender
28. Providing encouragement - listening more than telling - and promoting team discussions
Debrief meeting
Encoding
Performing
Supporting
29. The person for whom the communication is intended
Information receiver
Information meetings
Structured exit interview
Time Management
30. The execution of processes and the use of tools that increase a person's efficiency and productivity
Time Management
Documentation
Terminable acts
Floaters
31. Infrequent speeches - presentations - lengthy memos - or reports that require systematic planning and developments
Self-disclosure
Informal communication
Sexual harassment
Formal communication
32. The receiver's process of translating the sender's message into a meaningful form
Message context
Arbitration
Decoding
Action item
33. The action or situation that initiates the problem
Structured exit interview
Next steps
Root cause
Facilitator
34. A federal law that sets minimum wage - overtime pay - equal pay - record-keeping - and child-labor standards for covered employees
Strategic priority
Fair Labor Standards Act (FLSA)
Internal communication
Documentation
35. A hybrid of favoritism in which a manager favors a relative for special assignments or promotions
Organizational goals
Nepotism
Organizational communication
Forming
36. The process of removing customers and employees from the premises when a crisis occurs
Self-directed teams
Mentor
Problem
Evacuation
37. A chart that shows which days and times the management staff is expected to work
Next steps
Minutes
Formal communication
Management schedule
38. Shows which job classifications are essential or primary to staff and which are secondary
Deployment chart
Workplace Ethics
Nepotism
Formal communication
39. Developing the message to be sent
Wage
Conflict resolution
Encoding
Storming
40. A quick - interactive activity that prepares people to focus on the meeting and its objectives
Planning
Master schedule
Cross-functional team
Warm-up activity
41. Process in which a neutral third party facilitates a discussion of difficult issues and negotiates an agreement
Bonuses
Voluntary termination
Mediation
Conflict resolution
42. Set by management to ensure the operation's profitability
Wage
Payroll standards
Planning
Stress Management
43. The process of sending and receiving information by talk - gestures - or writing for some type of response or action
Brainstorming meetings
Facilitator
Message context
Communication
44. A document outlining specific actions to take in the event of an emergency - crisis - or unexpected event
Nepotism
Contingency plan
Performing
Measurable results
45. A standard by which something can be measured or judged
Controllable costs
Shift leaders
Formal communication
Benchmark
46. Outcomes that can be assessed by some means within the areas of performance - learning - and perception
Measurable results
Encoding
Informal communication
Preventable crisis
47. Expand the responsibilities of a particular group of employees
Interfunctional team
Commissions
SWOT analysis
Call/emergency meetings
48. A company's key elements of operation - and they serve as the foundation for the development of both the vision statement and the mission statement
Self-directed teams
Core values
Semivariable costs
Collective bargaining agreement
49. The ability to plan - organize - direct - staff - control - and evaluate the many functions in a food service organization for the purpose of serving organizational goals
Management
Measurable results
Individual performance of objectives
Exit interview
50. A criterion set by management that measures the quality and quantity of an employee's work
Performance standard
Nepotism
Interfunctional team
Inclusion
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