Test your basic knowledge |

Human Resource Management

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






2. Requires the rater to use persuasion to change the employees behavior






3. Direct observation - work methods - critical incident technique






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






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






6. Is a competency model of individual






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






8. Self determination theory






9. Method is one of the simplest jobs are compared to each other based on the overall worth of the job






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






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






12. Based on employee's depth of knowledge






13. The primary concerns of industrial psychology is which the basic relations in industry between worker and machine






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






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






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






17. Ideal traits for a position






18. Paid per piece completed instead of per hour






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






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






21. Is used to take the employee qualifications discovered in the job analysis and group them in terms of knowledge






22. Is used to describe manual and repetitive production jobs






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






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






25. Age discrimination






26. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham






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






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






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






30. Gainshareing - incentives for employee suggestions






31. How essential job tasks are related to the job






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






33. Represents intentional discrimination






34. Stress that we can use positively for our personal growth






35. Matching ratings with employee behavior






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






37. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires






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






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






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






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






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






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






44. Are written statements that describe the duties - responsibilities - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers






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






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






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






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






49. Represents unintentional employment discrimination






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