SUBJECTS
|
BROWSE
|
CAREER CENTER
|
POPULAR
|
JOIN
|
LOGIN
Business Skills
|
Soft Skills
|
Basic Literacy
|
Certifications
About
|
Help
|
Privacy
|
Terms
|
Email
Search
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. Keeping a record of an employees positive or negative behavior
global staffing method
job design
Critical Incident Method
KSAO
2. Requires the rater to use persuasion to change the employees behavior
Tell and sell interview
two tiered pay scale
job description
Work profiling System - WPS model
3. Direct observation - work methods - critical incident technique
factor comparison
job analysis methods
Tell and sell interview
job analysis
4. Ranking - factor comparison the classification and the point method
spillover effect
methods of job evaluation
Tell and sell interview
Disparte impact
5. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples
classification method
BARS
ethical decisions
job design
6. Is a competency model of individual
KSA model
job specification
Critical Incident Method
ESOP
7. Rating employees on a list of traits or job requirements
graphic rating scale
job bidding
job design
Herzberg's two factor theory
8. Self determination theory
A degree
the fastest growing area of EEOC complaints are those related to
RIF
Edward Deci
9. Method is one of the simplest jobs are compared to each other based on the overall worth of the job
Herzberg's two factor theory
PAQ method
Work profiling System - WPS model
ranking method
10. Rates employees as a group from best to worst on a particular area
open system approach
ranking system
alternation ranking method
job analysis
11. For a few predetermined key jobs - points are allotted and wage rates for such key jobs are fixed
network path
two factor of motivation
Factor Comparison
critical incident technique
12. Based on employee's depth of knowledge
Edward Deci
job description
competency based pay
psychomotor
13. The primary concerns of industrial psychology is which the basic relations in industry between worker and machine
industrial psychology
disparate impact
job evaluation
paired comparison method
14. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
job evaluation
Paired comparison
tell and listen interview
Work profiling System - WPS model
15. Human resource management has moved from organizations that were structured in what terms of style?
network path
flexible
graphic rating scale
Job Design
16. Jobs are ranked on the basis of responsibilities and duties and their importance to overall company objectives
ranking system
laissez-faire capitalism
delphi technique
construct validity
17. Ideal traits for a position
paired comparison method
behaviorally anchored rating scale
Job Design
bias errors
18. Paid per piece completed instead of per hour
piece rate
To determine rate of pay
Work profiling System - WPS model
ethical decisions
19. Describes work such as advertising that is done for a client without a contract or job order
global staffing method
job speculation
KSAO
job evaluation
20. Indicates that exceptions can result in the achievement of self-fulfilling prohecies
Scanlon plan
pygmalion effect
psychomotor
Mosaic model
21. Is used to take the employee qualifications discovered in the job analysis and group them in terms of knowledge
global staffing method
disparate impact
job specification
predictive validity test
22. Is used to describe manual and repetitive production jobs
steps to recruiting
Performance appraisal
alternation ranking method
work methods analysis
23. A variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job
steps to recruiting
Herzberg's two factor theory
Paired comparison
xtrinsic compensation
24. Is devised in respect to recruitment -employee development-motivation and engagement
human resource strategy
job evaluation
job analysis
network path
25. Age discrimination
open system approach
psychomotor
the fastest growing area of EEOC complaints are those related to
job analysis
26. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
job design
PAQ method
Critical Incident Method
decertification
27. The proces of making a list of the exact tasks or activities that an individual in a specific job does
Scanlon plan
BARS
flexible
job analysis
28. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes
RIF
industrial psychology
direct observation
Critical Incident technique
29. Comparing each employee to every other employee in a particular area
paired comparison method
job evaluation
job description
factor comparison
30. Gainshareing - incentives for employee suggestions
delphi technique
job design
Scanlon plan
competency based pay
31. How essential job tasks are related to the job
job relatedness
BARS
job design
competency based pay
32. 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
job bidding
PAQ method
job analysis
job design
33. Represents intentional discrimination
the fastest growing area of EEOC complaints are those related to
xtrinsic compensation
job relatedness
Disparate treatement
34. Stress that we can use positively for our personal growth
two tiered pay scale
CMQ model
job design
eustress
35. Matching ratings with employee behavior
ESOP
behaviorally anchored rating scale
job bidding
job description
36. Based on the notion that individuals sometimes have a drive to reach a clearly defined end state
construct validity
job analysis
job descritions
goal setting theory
37. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
pygmalion effect
narrative forms
job analysis
xtrinsic compensation
38. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)
job description
Performance appraisal
Job Design
competency based management
39. the minimal qualifications required for a particular job are referred to as...
PAQ method
job specification
spillover effect
Hay Plan
40. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs
Paired comparison
job evaluation
job design
Hay Plan
41. 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
competency based pay
RIF
delphi technique
two factor of motivation
42. Method of job analysis used to identify work behaviors that classify in good and poor performance
spillover effect
ranking system
critical incident technique
psychomotor
43. Is knowledge and the affective domain contains feelings and attitudes
cognitive domain
steps to recruiting
vestibule training
factor comparison
44. Are written statements that describe the duties - responsibilities - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers
job design
To determine rate of pay
BARS approach
job descritions
45. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors
ethical decisions
tell and listen interview
job evaluation
global staffing method
46. Is the ideal traits for a position (self starting - works well under pressure - familiar with office machines)
job analysis
xtrinsic compensation
Factor Comparison
job design
47. the identification of team and or individual strengths and weakness is most accurately reflective of which process?
xtrinsic compensation
Performance appraisal
BARS
network path
48. Compensation programs that are tied to increases in productivity and profits
work methods analysis
variable pay system
job specification
job bidding
49. Represents unintentional employment discrimination
variable pay system
Disparte impact
disparate impact
industrial psychology
50. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
job evaluation
job analysis
job specification
NLRB