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Test your basic knowledge |
Human Resource Management
Start Test
Study First
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
network path
behaviorally anchored rating scale
Alderfer's ERG theory
Performance appraisal
2. Often lead to reduced productivity - layoffs have indirect and direct costs
geocentric approach to staffing
variable pay system
RIF
work methods analysis
3. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
Alderfer's ERG theory
alternation ranking
behavorial observation scale (BOS)
A degree
4. Physiology - safety - security - belongingness self esteem - self actualization
5. Comparing each employee to every other employee in a particular area
goal setting theory
Factor Comparison
classification method
paired comparison method
6. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
NLRB
job design
alternation ranking
geocentric approach to staffing
7. Ranking - factor comparison the classification and the point method
methods of job evaluation
factor comparison
behaviorally anchored rating scale
Scanlon plan
8. Jobs are ranked on the basis of responsibilities and duties and their importance to overall company objectives
ranking system
alternation ranking method
job design
paired comparison method
9. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
Maslow's hierarchy of needs
Work profiling System - WPS model
global staffing method
job analysis methods
10. Is knowledge and the affective domain contains feelings and attitudes
cognitive domain
tell and listen interview
ranking system
pygmalion effect
11. Self determination theory
NLRB
vestibule training
Performance appraisal
Edward Deci
12. Purpose of job evaluation
job specification
To determine rate of pay
Maslow's hierarchy of needs
KSAO
13. Contains hands on skills
construct validity
competency based pay
psychomotor
behavorial observation scale (BOS)
14. Represents intentional discrimination
job bidding
job analysis
Disparate treatement
FJA - Functional job analysis
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
job bidding
BARS
Disparte impact
laissez-faire capitalism
16. Uses host country national for all positions - polycentric staffing
Graphology
delphi technique
ranking method
global staffing method
17. Categorizing exactly what skills and tasks a specific job requires
ethical decisions
two factor of motivation
job analysis
job design
18. An intermediary between an employee and management who helps achieve justice in claims of unfair treatment
laissez-faire capitalism
paired comparison method
direct observation
ombudsperson
19. How essential job tasks are related to the job
ranking system
job relatedness
job design
goal setting theory
20. Is a competency model of individual
BARS
Graphology
KSA model
alternation ranking method
21. Is used to take the employee qualifications discovered in the job analysis and group them in terms of knowledge
job specification
job description
cognitive domain
BARS
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
disparate impact
delphi technique
Disparte impact
the fastest growing area of EEOC complaints are those related to
23. An applicant is tested - hired then evaluated by their current supervisor
direct observation
predictive validity test
psychomotor
job specification
24. Supports the integration of human resources planning with business planning
A degree
job speculation
competency based management
programed learning
25. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs
BARS approach
two tiered pay scale
job evaluation
ombudsperson
26. Determining performance based on a written example of past behavior and future plans
narrative forms
job design
construct validity
psychomotor
27. Direct observation - work methods - critical incident technique
job analysis methods
predictive validity test
job evaluation
ranking method
28. Relies on critical incidents
Graphology
ombudsperson
geocentric approach to staffing
BARS
29. the minimal qualifications required for a particular job are referred to as...
decertification
job specification
psychomotor
graphic rating scale
30. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes
Disparate treatement
narrative forms
KSA model
Critical Incident technique
31. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)
trait method
job description
Job Design
ethical decisions
32. Includes both monetary and non-monetary rewards
decertification
two tiered pay scale
xtrinsic compensation
vestibule training
33. The primary concerns of industrial psychology is which the basic relations in industry between worker and machine
programed learning
bias errors
job speculation
industrial psychology
34. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples
alternation ranking
geocentric approach to staffing
ethical decisions
A degree
35. Grades are defined by the requirements found to be common to sereral tasks spanning different departments
classification method
the fastest growing area of EEOC complaints are those related to
decertification
competency based pay
36. Matching ratings with employee behavior
A degree
NLRB
behaviorally anchored rating scale
ESOP
37. Because management of nonunion firms generally offered higher wages and benefits to reduce the chance those employees would seek union representation
Paired comparison
spillover effect
job specification
job design
38. Background noise
programed learning
Hay Plan
Environmental Stress
Mosaic model
39. Based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization
vestibule training
open system approach
job specification
delphi technique
40. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
competency based pay
PAQ method
human resource strategy
Environmental Stress
41. Represents unintentional discrimination
job specification
ranking method
disparate impact
Performance appraisal
42. Paying new hires at a lower rate
job design
Scanlon plan
behaviorally anchored rating scale
two tiered pay scale
43. Compensation programs that are tied to increases in productivity and profits
job design
variable pay system
network path
decertification
44. Technique of job analysis that was developed by the Employement and Training Administration of the US
open system approach
Disparate treatement
FJA - Functional job analysis
steps to recruiting
45. Based on employee's depth of knowledge
Edward Deci
the fastest growing area of EEOC complaints are those related to
job design
competency based pay
46. Gainshareing - incentives for employee suggestions
behaviorally anchored rating scale
job descritions
goal setting theory
Scanlon plan
47. Is used to describe manual and repetitive production jobs
two tiered pay scale
Alderfer's ERG theory
work methods analysis
KSAO
48. Is devised in respect to recruitment -employee development-motivation and engagement
human resource strategy
Factor Comparison
alternation ranking method
CMQ model
49. Describes work such as advertising that is done for a client without a contract or job order
FJA - Functional job analysis
Critical Incident technique
job speculation
Alderfer's ERG theory
50. Rating employees on a list of traits or job requirements
Job Design
A degree
To determine rate of pay
graphic rating scale