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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. Background noise
Factor Comparison
Mosaic model
Environmental Stress
behaviorally anchored rating scale
2. Are written statements that describe the duties - responsibilities - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers
ranking method
job descritions
CMQ model
ethical decisions
3. How essential job tasks are related to the job
FJA - Functional job analysis
job relatedness
Performance appraisal
graphic rating scale
4. The proces of making a list of the exact tasks or activities that an individual in a specific job does
A degree
job analysis
behaviorally anchored rating scale
variable pay system
5. Is a method of job analysis to observe and record behavior
spillover effect
Critical Incident technique
Disparate treatement
direct observation
6. Comparing each employee to every other employee
global staffing method
paired comparison method
NLRB
variable pay system
7. Scientific analysis of your handwriting
Graphology
job descritions
alternation ranking method
Factor Comparison
8. Supports the integration of human resources planning with business planning
KSA model
the fastest growing area of EEOC complaints are those related to
job relatedness
competency based management
9. Is a competency model of individual
direct observation
KSA model
job design
xtrinsic compensation
10. Hygiene factors -created by Frederick Herzberg
Performance appraisal
two factor of motivation
flexible
Paired comparison
11. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs
ESOP
behaviorally anchored rating scale
ranking system
job evaluation
12. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
behavorial observation scale (BOS)
two factor of motivation
Scanlon plan
ombudsperson
13. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples
job design
ethical decisions
Graphology
Maslow's hierarchy of needs
14. Is devised in respect to recruitment -employee development-motivation and engagement
direct observation
job description
PAQ method
human resource strategy
15. Direct observation - work methods - critical incident technique
Disparte impact
job design
tell and listen interview
job analysis methods
16. the minimal qualifications required for a particular job are referred to as...
job specification
Graphology
Job Design
eustress
17. Paid per piece completed instead of per hour
piece rate
Edward Deci
open system approach
spillover effect
18. Purpose of job evaluation
job design
To determine rate of pay
ethical decisions
Scanlon plan
19. Represents intentional discrimination
job analysis
BARS
Disparate treatement
job analysis methods
20. Stocks go into a trust
ESOP
behavorial observation scale (BOS)
job design
job specification
21. Comparing each employee to every other employee in a particular area
ranking system
Alderfer's ERG theory
Graphology
paired comparison method
22. Indicates that exceptions can result in the achievement of self-fulfilling prohecies
pygmalion effect
behaviorally anchored rating scale
programed learning
job analysis methods
23. Is the ideal traits for a position (self starting - works well under pressure - familiar with office machines)
NLRB
job design
job speculation
behaviorally anchored rating scale
24. Often lead to reduced productivity - layoffs have indirect and direct costs
Factor Comparison
RIF
disparate impact
competency based management
25. A person's knowledge skills - abilities and other characteristics
KSAO
Work profiling System - WPS model
job specification
job analysis
26. Relies on critical incidents
bias errors
job bidding
BARS
Maslow's hierarchy of needs
27. Method of job analysis used to identify work behaviors that classify in good and poor performance
tell and listen interview
Tell and sell interview
BARS
critical incident technique
28. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
Tell and sell interview
Environmental Stress
job analysis
PAQ method
29. Determining performance based on a written example of past behavior and future plans
ombudsperson
job specification
narrative forms
predictive validity test
30. A set of compensable factors are identified as determining the worth of jobs
factor comparison
predictive validity test
Hay Plan
FJA - Functional job analysis
31. Matching ratings with employee behavior
Alderfer's ERG theory
behaviorally anchored rating scale
job analysis
job evaluation
32. Matches rating with employee behavior
competency based management
behaviorally anchored rating scale
KSAO
tell and listen interview
33. Rating employees as a group from best to worst on a particular area
Herzberg's two factor theory
NLRB
alternation ranking
Performance appraisal
34. 30 percent of employees require what?
Paired comparison
Job Design
A degree
job descritions
35. Moves the person out of the production area to learn a new skill
steps to recruiting
Factor Comparison
vestibule training
cognitive domain
36. Represents unintentional discrimination
Herzberg's two factor theory
alternation ranking
disparate impact
job analysis
37. Consider the needs - build an applicant pool - evaluate the applicants - hire and train
open system approach
paired comparison method
steps to recruiting
Hay Plan
38. Method is one of the simplest jobs are compared to each other based on the overall worth of the job
ranking method
two factor of motivation
predictive validity test
job analysis
39. Compensation programs that are tied to increases in productivity and profits
job analysis
variable pay system
ethical decisions
piece rate
40. 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
goal setting theory
industrial psychology
decertification
41. The primary concerns of industrial psychology is which the basic relations in industry between worker and machine
behaviorally anchored rating scale
industrial psychology
job evaluation
eustress
42. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes
direct observation
Environmental Stress
job analysis
Critical Incident technique
43. Keeping a record of an employees positive or negative behavior
behaviorally anchored rating scale
Critical Incident Method
predictive validity test
direct observation
44. Represents unintentional employment discrimination
job speculation
Disparte impact
classification method
methods of job evaluation
45. The ideal requirements of a job or person
job design
Performance appraisal
classification method
cognitive domain
46. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
A degree
graphic rating scale
flexible
job analysis
47. 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 Design
geocentric approach to staffing
CMQ model
job bidding
48. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
FJA - Functional job analysis
NLRB
eustress
behaviorally anchored rating scale
49. Is used to take the employee qualifications discovered in the job analysis and group them in terms of knowledge
Job Design
job specification
goal setting theory
NLRB
50. Criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations
job design
classification method
trait method
NLRB