Test your basic knowledge |

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

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

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

4. Matches rating with employee behavior

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

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

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

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

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

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

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

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

13. Direct observation - work methods - critical incident technique

14. Represents unintentional discrimination

15. Age discrimination

16. Ideal traits for a position

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

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

19. Purpose of job evaluation

20. 30 percent of employees require what?

21. Comparing each employee to every other employee

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

23. Scientific analysis of your handwriting

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

25. Gainshareing - incentives for employee suggestions

26. Job evaluation designed for managers

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

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

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

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

31. Intrinsic / extrinsic motivation

32. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham

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

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

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

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

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

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

39. 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

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

41. 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

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

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

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

45. 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

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

47. Is a competency model of individual

48. The ideal requirements of a job or person

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

50. Contains hands on skills