Test your basic knowledge |

Human Resource Management

Subject : business-skills
  • 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. Often lead to reduced productivity - layoffs have indirect and direct costs

2. Based on employee's depth of knowledge

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

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

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

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

7. Method is one of the simplest jobs are compared to each other based on the overall worth of the job

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

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

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

11. Purpose of job evaluation

12. Happen in the performance evaluation process when the rater evaluates the employee based on the raters negative or positive opinion of the employee

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

14. Matching ratings with employee behavior

15. Intrinsic / extrinsic motivation

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

17. 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

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

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

20. 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

21. Stocks go into a trust

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

23. How essential job tasks are related to the job

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

25. Scientific analysis of your handwriting

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

27. 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

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

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

30. Ideal traits for a position

31. Direct observation - work methods - critical incident technique

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

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

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

35. 30 percent of employees require what?

36. Represents unintentional employment discrimination

37. Moves the person out of the production area to learn a new skill

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

39. Is a method of job analysis to observe and record behavior

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

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

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

43. Paying new hires at a lower rate

44. Uses a 5-10 vertical scales

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

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

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

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

49. 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

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