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HRI Certification
Start Test
Study First
Subjects
:
certifications
,
hri
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. Shows which job classifications are essential or primary to staff and which are secondary
Minutes
Personal treatment
Deployment chart
Departmental/team objectives
2. Any unwelcome sexual advance - request for sexual favors - or any conduct of a sexual nature
Measurable results
Sexual harassment
Internal communication
Delegation
3. Refines the vision statement by stating the purpose of the organization to employees and customers
Principles
Mission Statement
Strategic priority
Sexual harassment
4. A document outlining specific actions to take in the event of an emergency - crisis - or unexpected event
Message
Unstructured exit interview
Vision Statement
Contingency plan
5. A quick - interactive activity that prepares people to focus on the meeting and its objectives
Measurable results
Strategic priority
Warm-up activity
Sales projections
6. The degree of responsibility an individual has to an activity
Self-directed teams
Arbitration
Accountability
Contact list
7. Process in which a third party listens and reviews facts and makes a decision to settle the conflict
Arbitration
Performance review cycles
Stress Management
Parking lot
8. A report written by management reiterating the problem and its solution
Cross-training
Documentation
Parking lot
Organizational communication
9. A criterion set by management that measures the quality and quantity of an employee's work
Cross-functional team
Performance standard
Payroll standards
Progressive disciplinary action
10. The receiver's process of translating the sender's message into a meaningful form
Decoding
Documentation
Favoritism
Unstructured exit interview
11. Represent a select few of the highest concerns of the company
Strategic priority
Standard
Time Management
Favoritism
12. Any sound that interferes with clear reception
Environmental noise
Action item
Core values
Historical sales information
13. The originator and developer of the information that will be communicated
Information sender
Departmental/team objectives
Problem solving
Problem-solving team
14. A federal law that allows eligible employees to take an extended amount of time off for medical and other personal reasons
Self-directed teams
Individual performance of objectives
Salaries
Family and Medical Leave Act (FMLA)
15. A process for developing employees' abilities to do tasks other than the ones they are regularly assigned to do
Cross-training
Message context
SWOT analysis
Floaters
16. A tool used to identify Strengths and Weaknesses and to examine Opportunities and Threats employees face in the organization
SWOT analysis
Problem-solving model
Parking lot
Standard
17. Someone who assists in making the meeting run easier
Master schedule
Departmental/team objectives
Facilitator
Collective bargaining agreement
18. Expand the responsibilities of a particular group of employees
Interfunctional team
Ground rules
Spin
Formal communication
19. An additional sum paid to an employee whose work is superior and whose services are valued
Contingency plan
Forming
Merit pay
Brainstorming
20. The action or situation that initiates the problem
Root cause
Performance standard
Terminable acts
Motivators/Satisfiers
21. Refers to a wide range of processes that encourages solutions to problems that do not require formal grievance steps within an organization
Principles
Involuntary termination
Formal communication
Conflict resolution
22. A list of topics that will be reviewed or dealt with at a meeting
Problem-solving team
Fair Labor Standards Act (FLSA)
Commissions
Agenda
23. Guidelines for conduct that have enduring and lasting value to a society or organization
Principles
Information receiver
Scheduling
Performance review cycles
24. A meeting between the employer and employee when the employee leaves the company
Mentor
Exit interview
Objective
Shift leaders
25. The many expressions and movements of a speaker that convey additional information about the message being given
Alternative
Nonverbal communication
Nepotism
Contact list
26. Created for the specific purpose of solving an immediate problem
Negotiation
Problem-solving team
Call/emergency meetings
Wage
27. The environment that a message travels through
Message context
Networking
Internal communication
Strategic priority
28. A chart that shows which days and times the management staff is expected to work
Environmental noise
Management schedule
Norming
Favoritism
29. Factors that incite an employee to put out more effort and enthusiasm for his or her job
Favoritism
Conflict resolution
Federal-State Unemployment Compensation Laws
Motivators/Satisfiers
30. The ability to plan - organize - direct - staff - control - and evaluate the many functions in a food service organization for the purpose of serving organizational goals
Management
Semivariable costs
Crisis
Floaters
31. Composed of employees from different areas who focus on solving problems that impact their particular areas as well as the organization
Mentor
Budget
Self-directed teams
Cross-functional team
32. Set by management to ensure the operation's profitability
Bonuses
Message context
Professional Development
Payroll standards
33. The process of sending and receiving information by talk - gestures - or writing for some type of response or action
Problem-solving team
Organizational goals
Communication
Sales projections
34. A strategy developed in advance for dealing with newspaper - television - and radio reporters regarding the company's reaction to a crisis
Media policy
Minutes
Information sender
Control
35. Team members can analyze and solve problems effectively together
Performance review cycles
Collective bargaining agreement
Exit interview
Performing
36. Intact work units of a small group of employees who manage many daily operational issues with little supervision
Root cause
Message
Self-directed teams
Mentor
37. Includes key personnel to be notified in the event of a crisis - such as each member of management
Empathy
Sales projections
Contact list
Exit interview
38. A thought-out process presented in a logical sequence - which must be followed to arrive at a reasonable conclusion
Problem-solving model
Standard
Wage
Problem solving
39. Serve as a set of standards by which an organization operates
Contingency plan
Brainstorming meetings
Formal communication
Value Statement
40. The medium through which the message will be communicated
Accountability
Message channel
Merit pay
Teamwork
41. A visible space to write those ideas or topics that are important and brought up in a meeting - but that cannot be addressed
Nepotism
Parking lot
Exit interview
Performance review cycles
42. A group of individuals who operate as a unit for an assigned task or goal
Formal communication
Agenda
Team
Call/emergency meetings
43. A law that requires all employers to pay employees minimum wage plus overtime for any hours worked over forty per week
Fair Labor Standards Act (FLSA)
Information meetings
Problem
Value Statement
44. Meetings that share communication
Federal-State Unemployment Compensation Laws
Objective
Professionalism
Information meetings
45. A process of working with and through others to get a significant task or project completed
Delegation
Time-off request policy
Next steps
Contact list
46. Dollar amounts in addition to the regular wage and salary
Controllable costs
Structured exit interview
Bonuses
Action meetings
47. The act of identifying with the feelings - thoughts - or attitudes of another person
Root cause
Motivation
Benchmark
Empathy
48. Actions by an employee that typically cause immediate termination
SWOT analysis
Stress Management
Terminable acts
Self-directed teams
49. A projection of sales - costs - and profit that is used to guide day-to-day operational decisions
Merit pay
Measurable results
Budget
Environmental noise
50. Further refine and divide the organizational goals and departmental objectives into smaller components that focus on an individual's contribution
Cross-training
Collective bargaining agreement
Agenda
Individual performance of objectives
Can you answer 50 questions in 15 minutes?
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