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 to obvious but it re-enforces your understanding as you take the test each time.
1. Rates employees as a group from best to worst on a particular area

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

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

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

5. Contains hands on skills

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

7. Purpose of job evaluation

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

9. 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

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

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

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

13. Self determination theory

14. Represents intentional discrimination

15. Matching ratings with employee behavior

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

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

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

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

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

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

22. Comparing each employee to every other employee

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

24. Gainshareing - incentives for employee suggestions

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

26. Based on employee's depth of knowledge

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

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

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

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

31. Is when a union's right revoked as the exclusive bargaining agent for workers

32. Hygiene factors -created by Frederick Herzberg

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

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

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

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

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

38. Represents unintentional employment discrimination

39. Is the ideal traits for a position (self starting - works well under pressure - familiar with office machines)

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

41. 30 percent of employees require what?

42. Categorizing exactly what skills and tasks a specific job requires

43. How essential job tasks are related to the job

44. Direct observation - work methods - critical incident technique

45. Matches rating with employee behavior

46. Path that describes both vertical and horizontal moves

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

48. Includes both monetary and non-monetary rewards

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

50. Paying new hires at a lower rate