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 to obvious but it re-enforces your understanding as you take the test each time.
1. Rates employees as a group from best to worst on a particular area






2. Is knowledge and the affective domain contains feelings and attitudes






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






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






5. Contains hands on skills






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






7. Purpose of job evaluation






8. Human resource management has moved from organizations that were structured in what terms of style?






9. Technique of job analysis that was developed by Harvey as a worker oriented job analysis instrument designed to have applicability to a broad range of exempt and non exempt jobs 41 questions +62 _80 _ 53 - 47






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






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






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






13. Self determination theory






14. Represents intentional discrimination






15. Matching ratings with employee behavior






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






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






18. the minimal qualifications required for a particular job are referred to as...






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






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






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






22. Comparing each employee to every other employee






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






24. Gainshareing - incentives for employee suggestions






25. For a few predetermined key jobs - points are allotted and wage rates for such key jobs are fixed






26. Based on employee's depth of knowledge






27. An applicant is tested - hired then evaluated by their current supervisor






28. Theory posits that there are three groups of core needs - existence relatedness and growth






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






30. Personnel evaluation method seeking the measurement of employee work effictiveness






31. Is when a union's right revoked as the exclusive bargaining agent for workers






32. Hygiene factors -created by Frederick Herzberg






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






34. Physiology - safety - security - belongingness self esteem - self actualization






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






36. Rating employees as a group from best to worst on a particular area






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






38. Represents unintentional employment discrimination






39. Is the ideal traits for a position (self starting - works well under pressure - familiar with office machines)






40. An intermediary between an employee and management who helps achieve justice in claims of unfair treatment






41. 30 percent of employees require what?






42. Categorizing exactly what skills and tasks a specific job requires






43. How essential job tasks are related to the job






44. Direct observation - work methods - critical incident technique






45. Matches rating with employee behavior






46. Path that describes both vertical and horizontal moves






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






48. Includes both monetary and non-monetary rewards






49. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth






50. Paying new hires at a lower rate