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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. Determining performance based on a written example of past behavior and future plans
narrative forms
Environmental Stress
job design
predictive validity test
2. Criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations
graphic rating scale
job design
job evaluation
job speculation
3. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
psychomotor
graphic rating scale
decertification
NLRB
4. Is knowledge and the affective domain contains feelings and attitudes
Edward Deci
graphic rating scale
cognitive domain
KSA model
5. Is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job
cognitive domain
piece rate
construct validity
predictive validity test
6. When an employee is taught information - asked questions - and reviews the answers with the trainer
alternation ranking
programed learning
job specification
factor comparison
7. Human resource management has moved from organizations that were structured in what terms of style?
cognitive domain
programed learning
flexible
Critical Incident Method
8. Moves the person out of the production area to learn a new skill
CMQ model
laissez-faire capitalism
vestibule training
spillover effect
9. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
PAQ method
NLRB
goal setting theory
trait method
10. Job evaluation designed for managers
bias errors
RIF
Hay Plan
job specification
11. Happen in the performance evaluation process when the rater evaluates the employee based on the raters negative or positive opinion of the employee
bias errors
behaviorally anchored rating scale
factor comparison
A degree
12. A set of compensable factors are identified as determining the worth of jobs
variable pay system
job design
factor comparison
job relatedness
13. the minimal qualifications required for a particular job are referred to as...
job analysis
behavorial observation scale (BOS)
job specification
Scanlon plan
14. Scientific analysis of your handwriting
network path
flexible
Maslow's hierarchy of needs
Graphology
15. Stress that we can use positively for our personal growth
two tiered pay scale
CMQ model
job descritions
eustress
16. Is when a union's right revoked as the exclusive bargaining agent for workers
psychomotor
KSA model
decertification
spillover effect
17. Age discrimination
A degree
the fastest growing area of EEOC complaints are those related to
BARS
BARS approach
18. Uses a 5-10 vertical scales
job analysis
BARS approach
job evaluation
ESOP
19. Describes work such as advertising that is done for a client without a contract or job order
job analysis
Tell and sell interview
job design
job speculation
20. Grades are defined by the requirements found to be common to sereral tasks spanning different departments
job evaluation
job design
classification method
job analysis
21. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)
job description
vestibule training
ombudsperson
methods of job evaluation
22. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs
Performance appraisal
global staffing method
paired comparison method
job evaluation
23. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
Work profiling System - WPS model
ombudsperson
job analysis methods
job description
24. Comparing each employee to every other employee in a particular area
piece rate
competency based management
paired comparison method
job analysis
25. Direct observation - work methods - critical incident technique
laissez-faire capitalism
job analysis methods
behavorial observation scale (BOS)
Critical Incident Method
26. Is a competency model of individual
job design
job analysis
KSA model
BARS
27. Comparing each employee to every other employee
paired comparison method
Edward Deci
global staffing method
graphic rating scale
28. Based on employee's depth of knowledge
job relatedness
competency based pay
CMQ model
psychomotor
29. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
critical incident technique
graphic rating scale
job analysis
Work profiling System - WPS model
30. Purpose of job evaluation
alternation ranking method
Graphology
To determine rate of pay
predictive validity test
31. Represents unintentional discrimination
paired comparison method
disparate impact
programed learning
open system approach
32. Categorizing exactly what skills and tasks a specific job requires
construct validity
job analysis
job description
job evaluation
33. 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
direct observation
job specification
Maslow's hierarchy of needs
34. the identification of team and or individual strengths and weakness is most accurately reflective of which process?
job speculation
job analysis methods
classification method
Performance appraisal
35. 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
KSA model
BARS
laissez-faire capitalism
open system approach
36. Method is one of the simplest jobs are compared to each other based on the overall worth of the job
alternation ranking method
ranking method
job specification
the fastest growing area of EEOC complaints are those related to
37. Compensation programs that are tied to increases in productivity and profits
BARS
variable pay system
classification method
behavorial observation scale (BOS)
38. Capitalistic philosophy holding that business owners were entitled to complete control over employees
Scanlon plan
laissez-faire capitalism
job speculation
job relatedness
39. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
alternation ranking
laissez-faire capitalism
BARS
behavorial observation scale (BOS)
40. Paid per piece completed instead of per hour
ombudsperson
graphic rating scale
piece rate
job analysis
41. Indicates that exceptions can result in the achievement of self-fulfilling prohecies
flexible
pygmalion effect
job design
ranking method
42. 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
job analysis
factor comparison
CMQ model
trait method
43. 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
open system approach
Hay Plan
delphi technique
decertification
44. The primary concerns of industrial psychology is which the basic relations in industry between worker and machine
ESOP
behaviorally anchored rating scale
Critical Incident Method
industrial psychology
45. Personnel evaluation method seeking the measurement of employee work effictiveness
trait method
construct validity
the fastest growing area of EEOC complaints are those related to
behavorial observation scale (BOS)
46. Is devised in respect to recruitment -employee development-motivation and engagement
human resource strategy
direct observation
methods of job evaluation
xtrinsic compensation
47. An applicant is tested - hired then evaluated by their current supervisor
job description
construct validity
predictive validity test
pygmalion effect
48. 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
eustress
job bidding
KSA model
global staffing method
49. Matches rating with employee behavior
behaviorally anchored rating scale
To determine rate of pay
methods of job evaluation
tell and listen interview
50. Relies on critical incidents
predictive validity test
behavorial observation scale (BOS)
paired comparison method
BARS