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Human Resource Management

Subject : business-skills
  • Answer 50 questions in 15 minutes.
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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 formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors

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

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

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

5. Includes both monetary and non-monetary rewards

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

7. Indicates that exceptions can result in the achievement of self-fulfilling prohecies

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

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

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

11. Intrinsic / extrinsic motivation

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

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

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

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

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

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

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

19. Paying new hires at a lower rate

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

21. Direct observation - work methods - critical incident technique

22. Uses a 5-10 vertical scales

23. The ideal requirements of a job or person

24. Represents unintentional discrimination

25. the identification of team and or individual strengths and weakness is most accurately reflective of which process?

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

27. Comparing each employee to every other employee

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

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

30. Gainshareing - incentives for employee suggestions

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

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

33. Allows the employees to express their feelings about the appraisal and vent any feelings

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

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

36. Based on employee's depth of knowledge

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

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

39. How essential job tasks are related to the job

40. Job evaluation designed for managers

41. Self determination theory

42. 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

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

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

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

46. Relies on critical incidents

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

48. Age discrimination

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

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