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Human Resource Management

Subject : business-skills
  • Answer 50 questions in 15 minutes.
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  • Match each statement with the correct term.
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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 test validation method that determines if a test measure traits or constructs that are import to the performance of a job

2. Job evaluation designed for managers

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

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

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

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

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

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

9. 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

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

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

12. When an employee is taught information - asked questions - and reviews the answers with the trainer

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

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

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

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

17. Paying new hires at a lower rate

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

19. Stocks go into a trust

20. Matching ratings with employee behavior

21. Includes both monetary and non-monetary rewards

22. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors

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

24. Is a competency model of individual

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

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

27. Comparing each employee to every other employee

28. Age discrimination

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

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

31. 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

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

33. Contains hands on skills

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

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

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

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

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

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

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

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

42. Based on employee's depth of knowledge

43. Represents intentional discrimination

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

45. Hygiene factors -created by Frederick Herzberg

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

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

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

49. Matches rating with employee behavior

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