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Human Resource Management

Subject : business-skills
  • Answer 50 questions in 15 minutes.
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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. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors

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

3. Direct observation - work methods - critical incident technique

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

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

6. Indicates that exceptions can result in the achievement of self-fulfilling prohecies

7. Ideal traits for a position

8. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions

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

10. Paid per piece completed instead of per hour

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

12. For a few predetermined key jobs - points are allotted and wage rates for such key jobs are fixed

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

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

15. 30 percent of employees require what?

16. Personnel evaluation method seeking the measurement of employee work effictiveness

17. Is when a union's right revoked as the exclusive bargaining agent for workers

18. Intrinsic / extrinsic motivation

19. An applicant is tested - hired then evaluated by their current supervisor

20. Rating employees as a group from best to worst on a particular area

21. A variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job

22. Job evaluation designed for managers

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

24. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs

25. Is devised in respect to recruitment -employee development-motivation and engagement

26. Represents unintentional employment discrimination

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

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

29. Allows the employees to express their feelings about the appraisal and vent any feelings

30. Describes work such as advertising that is done for a client without a contract or job order

31. Background noise

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

33. 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

34. Gainshareing - incentives for employee suggestions

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

36. Is used to describe manual and repetitive production jobs

37. Contains hands on skills

38. Scientific analysis of your handwriting

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

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

41. Ranking - factor comparison the classification and the point method

42. Is the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job

43. Is a competency model of individual

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

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

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

47. Stocks go into a trust

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

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

50. Uses a 5-10 vertical scales