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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. Is a method of job analysis to observe and record behavior
To determine rate of pay
direct observation
laissez-faire capitalism
Disparate treatement
2. Indicates that exceptions can result in the achievement of self-fulfilling prohecies
pygmalion effect
behaviorally anchored rating scale
work methods analysis
job evaluation
3. Scientific analysis of your handwriting
Job Design
Graphology
ombudsperson
network path
4. Criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations
job design
geocentric approach to staffing
BARS approach
job specification
5. Is the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job
global staffing method
job analysis
Job Design
open system approach
6. Rates employees as a group from best to worst on a particular area
Work profiling System - WPS model
Maslow's hierarchy of needs
alternation ranking method
job evaluation
7. Physiology - safety - security - belongingness self esteem - self actualization
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8. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples
ethical decisions
ESOP
paired comparison method
Environmental Stress
9. Are written statements that describe the duties - responsibilities - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers
human resource strategy
job descritions
global staffing method
eustress
10. Is a competency model of individual
bias errors
direct observation
KSA model
industrial psychology
11. Rating employees on a list of traits or job requirements
two tiered pay scale
CMQ model
graphic rating scale
ranking method
12. Is used to describe manual and repetitive production jobs
BARS
work methods analysis
Mosaic model
pygmalion effect
13. A set of compensable factors are identified as determining the worth of jobs
factor comparison
job analysis
job analysis
delphi technique
14. Contains hands on skills
behavorial observation scale (BOS)
Critical Incident Method
steps to recruiting
psychomotor
15. Represents unintentional discrimination
disparate impact
BARS approach
factor comparison
Herzberg's two factor theory
16. Method is one of the simplest jobs are compared to each other based on the overall worth of the job
psychomotor
To determine rate of pay
ranking method
predictive validity test
17. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
NLRB
job speculation
KSAO
BARS
18. Hygiene factors -created by Frederick Herzberg
classification method
Maslow's hierarchy of needs
two factor of motivation
predictive validity test
19. A person's knowledge skills - abilities and other characteristics
KSAO
PAQ method
behavorial observation scale (BOS)
laissez-faire capitalism
20. Is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job
FJA - Functional job analysis
vestibule training
construct validity
open system approach
21. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
behavorial observation scale (BOS)
spillover effect
Disparte impact
variable pay system
22. Matching ratings with employee behavior
behaviorally anchored rating scale
industrial psychology
Disparate treatement
Mosaic model
23. Represents intentional discrimination
Disparate treatement
ombudsperson
job design
programed learning
24. Uses host country national for all positions - polycentric staffing
global staffing method
BARS
behaviorally anchored rating scale
spillover effect
25. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
PAQ method
variable pay system
job analysis
two tiered pay scale
26. Gainshareing - incentives for employee suggestions
job description
Scanlon plan
job speculation
delphi technique
27. Hires the best regardless of what country the employees come from
psychomotor
goal setting theory
geocentric approach to staffing
BARS
28. Compensation programs that are tied to increases in productivity and profits
job analysis
factor comparison
variable pay system
geocentric approach to staffing
29. An applicant is tested - hired then evaluated by their current supervisor
job evaluation
Disparte impact
behaviorally anchored rating scale
predictive validity test
30. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
ESOP
goal setting theory
job design
job analysis
31. Human resource management has moved from organizations that were structured in what terms of style?
Edward Deci
flexible
Work profiling System - WPS model
job descritions
32. 30 percent of employees require what?
RIF
A degree
CMQ model
Factor Comparison
33. The ideal requirements of a job or person
classification method
job design
Maslow's hierarchy of needs
variable pay system
34. Theory posits that there are three groups of core needs - existence relatedness and growth
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35. Background noise
Environmental Stress
job design
job design
Critical Incident technique
36. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes
Critical Incident technique
Job Design
bias errors
Factor Comparison
37. Stress that we can use positively for our personal growth
job specification
eustress
construct validity
ESOP
38. Is the ideal traits for a position (self starting - works well under pressure - familiar with office machines)
two tiered pay scale
predictive validity test
job evaluation
job design
39. A variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job
Paired comparison
job description
BARS approach
disparate impact
40. Keeping a record of an employees positive or negative behavior
Critical Incident Method
classification method
job specification
vestibule training
41. Purpose of job evaluation
To determine rate of pay
Critical Incident technique
Environmental Stress
piece rate
42. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
job description
Work profiling System - WPS model
piece rate
RIF
43. Technique of job analysis that was developed by the Employement and Training Administration of the US
job analysis
Critical Incident technique
FJA - Functional job analysis
eustress
44. Rating employees as a group from best to worst on a particular area
predictive validity test
industrial psychology
alternation ranking
job analysis
45. Paid per piece completed instead of per hour
cognitive domain
piece rate
global staffing method
ranking method
46. How essential job tasks are related to the job
job relatedness
Critical Incident technique
disparate impact
job analysis
47. The primary concerns of industrial psychology is which the basic relations in industry between worker and machine
factor comparison
Critical Incident technique
industrial psychology
ranking method
48. Consider the needs - build an applicant pool - evaluate the applicants - hire and train
paired comparison method
job analysis
steps to recruiting
CMQ model
49. Ranking - factor comparison the classification and the point method
methods of job evaluation
decertification
KSA model
job analysis
50. Matches rating with employee behavior
open system approach
steps to recruiting
behaviorally anchored rating scale
two tiered pay scale