Test your basic knowledge |

Human Resource Management

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. Is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job






2. Job evaluation designed for managers






3. Hires the best regardless of what country the employees come from






4. Technique of job analysis that was developed by the Employement and Training Administration of the US






5. Are written statements that describe the duties - responsibilities - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers






6. A person's knowledge skills - abilities and other characteristics






7. Based on the notion that individuals sometimes have a drive to reach a clearly defined end state






8. Is a questionnaire technique of job analysis used to collect information from incumbents and supervisors - 151 job tasks rated in terms of importance






9. A specific kind of behavioral system is based on the critical incident technique and these scales are developed in the same fashion with one exception






10. A set of compensable factors are identified as determining the worth of jobs






11. Supports the integration of human resources planning with business planning






12. When an employee is taught information - asked questions - and reviews the answers with the trainer






13. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples






14. Ranking - factor comparison the classification and the point method






15. Uses host country national for all positions - polycentric staffing






16. Rates employees as a group from best to worst on a particular area






17. Paying new hires at a lower rate






18. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions






19. Stocks go into a trust






20. Matching ratings with employee behavior






21. Includes both monetary and non-monetary rewards






22. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors






23. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs






24. Is a competency model of individual






25. Because management of nonunion firms generally offered higher wages and benefits to reduce the chance those employees would seek union representation






26. Often lead to reduced productivity - layoffs have indirect and direct costs






27. Comparing each employee to every other employee






28. Age discrimination






29. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership






30. Determining performance based on a written example of past behavior and future plans






31. Is the procedure that allows current employees of an organization to apply for a posted job opening when they have the qualifications for the job






32. Requires the rater to use persuasion to change the employees behavior






33. Contains hands on skills






34. Capitalistic philosophy holding that business owners were entitled to complete control over employees






35. Keeping a record of an employees positive or negative behavior






36. Method of job analysis used to identify work behaviors that classify in good and poor performance






37. The proces of making a list of the exact tasks or activities that an individual in a specific job does






38. Rating employees on a list of traits or job requirements






39. A variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job






40. Criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations






41. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires






42. Based on employee's depth of knowledge






43. Represents intentional discrimination






44. Consider the needs - build an applicant pool - evaluate the applicants - hire and train






45. Hygiene factors -created by Frederick Herzberg






46. The primary concerns of industrial psychology is which the basic relations in industry between worker and machine






47. Stress that we can use positively for our personal growth






48. Is the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job






49. Matches rating with employee behavior






50. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes