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. Path that describes both vertical and horizontal moves






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






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






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


5. Comparing each employee to every other employee in a particular area






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






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






8. Jobs are ranked on the basis of responsibilities and duties and their importance to overall company objectives






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






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






11. Self determination theory






12. Purpose of job evaluation






13. Contains hands on skills






14. Represents intentional discrimination






15. 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






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






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






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






19. How essential job tasks are related to the job






20. Is a competency model of individual






21. Is used to take the employee qualifications discovered in the job analysis and group them in terms of knowledge






22. Based on the Hegelian principle of achieving oneness of Mind through a three step process of thesis antithesis and synthesis - originally as a way to obtain the opinion of experts without necessarily bringing them together face to face






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






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






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






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






27. Direct observation - work methods - critical incident technique






28. Relies on critical incidents






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






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






31. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)






32. Includes both monetary and non-monetary rewards






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






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






35. Grades are defined by the requirements found to be common to sereral tasks spanning different departments






36. Matching ratings with employee behavior






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






38. Background noise






39. Based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization






40. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham






41. Represents unintentional discrimination






42. Paying new hires at a lower rate






43. Compensation programs that are tied to increases in productivity and profits






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






45. Based on employee's depth of knowledge






46. Gainshareing - incentives for employee suggestions






47. Is used to describe manual and repetitive production jobs






48. Is devised in respect to recruitment -employee development-motivation and engagement






49. Describes work such as advertising that is done for a client without a contract or job order






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