Test your basic knowledge |

Human Resource Management

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






2. Uses a 5-10 vertical scales






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






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






5. Direct observation - work methods - critical incident technique






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






7. 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






8. Relies on critical incidents






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






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






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






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






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






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






15. The ideal requirements of a job or person






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






17. 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






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






19. Job evaluation designed for managers






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






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






22. Is used to describe manual and repetitive production jobs






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






24. Represents intentional discrimination






25. Matching ratings with employee behavior






26. Contains hands on skills






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






28. For a few predetermined key jobs - points are allotted and wage rates for such key jobs are fixed






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






30. Self determination theory






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






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






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






34. Hygiene factors -created by Frederick Herzberg






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






36. Path that describes both vertical and horizontal moves






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






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






39. Is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job






40. Includes both monetary and non-monetary rewards






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






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






43. Is devised in respect to recruitment -employee development-motivation and engagement






44. 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






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






46. Paid per piece completed instead of per hour






47. 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






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






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






50. Compensation programs that are tied to increases in productivity and profits