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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 obvious, but you will see it re-enforces your understanding as you take the test each time.
1. Includes both monetary and non-monetary rewards

2. Path that describes both vertical and horizontal moves

3. When an employee is taught information - asked questions - and reviews the answers with the trainer

4. Often lead to reduced productivity - layoffs have indirect and direct costs

5. Capitalistic philosophy holding that business owners were entitled to complete control over employees

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

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

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

9. Jobs are ranked on the basis of responsibilities and duties and their importance to overall company objectives

10. Background noise

11. Moves the person out of the production area to learn a new skill

12. Relies on critical incidents

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

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

15. Direct observation - work methods - critical incident technique

16. Rates employees as a group from best to worst on a particular area

17. Compensation programs that are tied to increases in productivity and profits

18. Age discrimination

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

20. Keeping a record of an employees positive or negative behavior

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

22. 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

23. Intrinsic / extrinsic motivation

24. Represents intentional discrimination

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

26. Comparing each employee to every other employee in a particular area

27. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples

28. the identification of team and or individual strengths and weakness is most accurately reflective of which process?

29. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors

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

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

32. Uses a 5-10 vertical scales

33. Is used to describe manual and repetitive production jobs

34. Based on the notion that individuals sometimes have a drive to reach a clearly defined end state

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

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

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

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

39. Based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization

40. Technique of job analysis that was developed by the Employement and Training Administration of the US

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

42. Determining performance based on a written example of past behavior and future plans

43. Purpose of job evaluation

44. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)

45. Represents unintentional employment discrimination

46. Based on employee's depth of knowledge

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

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

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

50. 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