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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. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
goal setting theory
steps to recruiting
NLRB
competency based pay
2. Personnel evaluation method seeking the measurement of employee work effictiveness
bias errors
trait method
human resource strategy
job analysis methods
3. Path that describes both vertical and horizontal moves
A degree
direct observation
network path
Mosaic model
4. Often lead to reduced productivity - layoffs have indirect and direct costs
RIF
Critical Incident technique
competency based management
Environmental Stress
5. Rating employees on a list of traits or job requirements
network path
Critical Incident Method
Work profiling System - WPS model
graphic rating scale
6. Categorizing exactly what skills and tasks a specific job requires
methods of job evaluation
job analysis
industrial psychology
BARS
7. Allows the employees to express their feelings about the appraisal and vent any feelings
tell and listen interview
job design
eustress
job description
8. Hires the best regardless of what country the employees come from
job specification
classification method
geocentric approach to staffing
Factor Comparison
9. Capitalistic philosophy holding that business owners were entitled to complete control over employees
laissez-faire capitalism
Graphology
factor comparison
narrative forms
10. How essential job tasks are related to the job
tell and listen interview
job relatedness
disparate impact
behaviorally anchored rating scale
11. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples
Environmental Stress
open system approach
ethical decisions
classification method
12. Hygiene factors -created by Frederick Herzberg
two factor of motivation
eustress
job analysis
job descritions
13. The proces of making a list of the exact tasks or activities that an individual in a specific job does
job evaluation
job analysis
alternation ranking
two tiered pay scale
14. Stocks go into a trust
job relatedness
Critical Incident Method
steps to recruiting
ESOP
15. Compensation programs that are tied to increases in productivity and profits
BARS
variable pay system
behaviorally anchored rating scale
methods of job evaluation
16. Self determination theory
Edward Deci
direct observation
graphic rating scale
A degree
17. Supports the integration of human resources planning with business planning
competency based pay
critical incident technique
competency based management
job design
18. Contains hands on skills
Environmental Stress
psychomotor
FJA - Functional job analysis
job evaluation
19. Is used to take the employee qualifications discovered in the job analysis and group them in terms of knowledge
job specification
pygmalion effect
behavorial observation scale (BOS)
disparate impact
20. Age discrimination
Factor Comparison
job analysis methods
FJA - Functional job analysis
the fastest growing area of EEOC complaints are those related to
21. Rating employees as a group from best to worst on a particular area
FJA - Functional job analysis
global staffing method
alternation ranking
job analysis
22. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs
eustress
job evaluation
paired comparison method
factor comparison
23. Paying new hires at a lower rate
Graphology
job analysis methods
two tiered pay scale
RIF
24. Is used to describe manual and repetitive production jobs
work methods analysis
job evaluation
Herzberg's two factor theory
Maslow's hierarchy of needs
25. Is a questionnaire technique of job analysis used to collect information from incumbents and supervisors - 151 job tasks rated in terms of importance
Mosaic model
Work profiling System - WPS model
vestibule training
delphi technique
26. Consider the needs - build an applicant pool - evaluate the applicants - hire and train
job bidding
eustress
steps to recruiting
job evaluation
27. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)
job speculation
NLRB
job description
job bidding
28. Based on employee's depth of knowledge
competency based pay
job analysis methods
CMQ model
Tell and sell interview
29. Is when a union's right revoked as the exclusive bargaining agent for workers
alternation ranking
job design
decertification
Hay Plan
30. the identification of team and or individual strengths and weakness is most accurately reflective of which process?
open system approach
Performance appraisal
Environmental Stress
narrative forms
31. Method of job analysis used to identify work behaviors that classify in good and poor performance
geocentric approach to staffing
job design
critical incident technique
job speculation
32. 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
Hay Plan
alternation ranking method
Disparate treatement
CMQ model
33. Ideal traits for a position
Disparate treatement
global staffing method
variable pay system
Job Design
34. Happen in the performance evaluation process when the rater evaluates the employee based on the raters negative or positive opinion of the employee
paired comparison method
bias errors
job description
job bidding
35. When an employee is taught information - asked questions - and reviews the answers with the trainer
xtrinsic compensation
KSA model
programed learning
Paired comparison
36. Is a competency model of individual
industrial psychology
KSA model
Critical Incident technique
decertification
37. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors
job design
ESOP
job evaluation
To determine rate of pay
38. 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
ranking system
paired comparison method
job analysis
delphi technique
39. Intrinsic / extrinsic motivation
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40. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes
Environmental Stress
Critical Incident technique
ESOP
Herzberg's two factor theory
41. Rates employees as a group from best to worst on a particular area
alternation ranking method
job description
job analysis methods
flexible
42. Physiology - safety - security - belongingness self esteem - self actualization
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43. Uses host country national for all positions - polycentric staffing
behaviorally anchored rating scale
two factor of motivation
global staffing method
paired comparison method
44. Determining performance based on a written example of past behavior and future plans
narrative forms
job design
cognitive domain
Edward Deci
45. Represents unintentional employment discrimination
goal setting theory
Graphology
Disparte impact
BARS
46. Requires the rater to use persuasion to change the employees behavior
NLRB
job analysis
industrial psychology
Tell and sell interview
47. Ranking - factor comparison the classification and the point method
competency based pay
Paired comparison
methods of job evaluation
job analysis
48. Includes both monetary and non-monetary rewards
xtrinsic compensation
work methods analysis
paired comparison method
industrial psychology
49. A variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job
competency based management
the fastest growing area of EEOC complaints are those related to
Paired comparison
human resource strategy
50. Direct observation - work methods - critical incident technique
Performance appraisal
job analysis
two factor of motivation
job analysis methods