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Human Resource Management
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Subject
:
business-skills
Instructions:
Answer 50 questions in 15 minutes.
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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. Supports the integration of human resources planning with business planning
steps to recruiting
vestibule training
competency based management
variable pay system
2. Theory posits that there are three groups of core needs - existence relatedness and growth
job evaluation
competency based pay
Alderfer's ERG theory
behavorial observation scale (BOS)
3. Contains hands on skills
global staffing method
laissez-faire capitalism
psychomotor
narrative forms
4. Self determination theory
piece rate
variable pay system
Edward Deci
PAQ method
5. An applicant is tested - hired then evaluated by their current supervisor
network path
predictive validity test
geocentric approach to staffing
job analysis
6. Rating employees on a list of traits or job requirements
flexible
tell and listen interview
job analysis methods
graphic rating scale
7. Background noise
To determine rate of pay
Environmental Stress
Paired comparison
xtrinsic compensation
8. Age discrimination
the fastest growing area of EEOC complaints are those related to
eustress
Tell and sell interview
ranking method
9. Is the ideal traits for a position (self starting - works well under pressure - familiar with office machines)
BARS
Work profiling System - WPS model
job design
behaviorally anchored rating scale
10. Represents unintentional employment discrimination
Paired comparison
Maslow's hierarchy of needs
two tiered pay scale
Disparte impact
11. Based on the notion that individuals sometimes have a drive to reach a clearly defined end state
A degree
eustress
goal setting theory
KSAO
12. Represents unintentional discrimination
job analysis
tell and listen interview
Herzberg's two factor theory
disparate impact
13. 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
CMQ model
tell and listen interview
factor comparison
behavorial observation scale (BOS)
14. Includes both monetary and non-monetary rewards
xtrinsic compensation
job design
job relatedness
goal setting theory
15. Is a competency model of individual
Disparte impact
critical incident technique
KSA model
ranking method
16. Based on employee's depth of knowledge
trait method
competency based pay
CMQ model
job analysis
17. Requires the rater to use persuasion to change the employees behavior
Environmental Stress
Tell and sell interview
cognitive domain
ranking method
18. Comparing each employee to every other employee
paired comparison method
alternation ranking method
ESOP
BARS
19. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors
two factor of motivation
job evaluation
narrative forms
job analysis
20. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples
ethical decisions
Performance appraisal
job design
graphic rating scale
21. Stocks go into a trust
variable pay system
Mosaic model
graphic rating scale
ESOP
22. Direct observation - work methods - critical incident technique
Edward Deci
job analysis
job analysis methods
Scanlon plan
23. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)
job description
ranking system
eustress
laissez-faire capitalism
24. Grades are defined by the requirements found to be common to sereral tasks spanning different departments
Job Design
classification method
work methods analysis
direct observation
25. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
job speculation
vestibule training
NLRB
Scanlon plan
26. When an employee is taught information - asked questions - and reviews the answers with the trainer
programed learning
CMQ model
goal setting theory
bias errors
27. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
open system approach
behavorial observation scale (BOS)
ethical decisions
alternation ranking
28. Method of job analysis used to identify work behaviors that classify in good and poor performance
critical incident technique
direct observation
ranking system
Paired comparison
29. The proces of making a list of the exact tasks or activities that an individual in a specific job does
job analysis
work methods analysis
direct observation
critical incident technique
30. The primary concerns of industrial psychology is which the basic relations in industry between worker and machine
To determine rate of pay
KSA model
BARS
industrial psychology
31. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
PAQ method
Edward Deci
pygmalion effect
alternation ranking
32. Intrinsic / extrinsic motivation
Paired comparison
direct observation
industrial psychology
Herzberg's two factor theory
33. Uses a 5-10 vertical scales
Graphology
construct validity
BARS approach
ranking system
34. An intermediary between an employee and management who helps achieve justice in claims of unfair treatment
industrial psychology
paired comparison method
ombudsperson
job analysis
35. Indicates that exceptions can result in the achievement of self-fulfilling prohecies
pygmalion effect
job design
job evaluation
alternation ranking method
36. Matching ratings with employee behavior
CMQ model
behaviorally anchored rating scale
PAQ method
ethical decisions
37. Job evaluation designed for managers
Job Design
Hay Plan
alternation ranking
PAQ method
38. Capitalistic philosophy holding that business owners were entitled to complete control over employees
Disparate treatement
Paired comparison
Critical Incident technique
laissez-faire capitalism
39. Happen in the performance evaluation process when the rater evaluates the employee based on the raters negative or positive opinion of the employee
Disparate treatement
cognitive domain
ranking method
bias errors
40. Is used to describe manual and repetitive production jobs
flexible
work methods analysis
Hay Plan
steps to recruiting
41. Criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations
goal setting theory
decertification
job design
variable pay system
42. The ideal requirements of a job or person
BARS
delphi technique
job design
ombudsperson
43. A variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job
To determine rate of pay
Environmental Stress
Paired comparison
ranking method
44. Ideal traits for a position
delphi technique
Scanlon plan
Job Design
Paired comparison
45. Often lead to reduced productivity - layoffs have indirect and direct costs
job specification
Hay Plan
RIF
job design
46. Rating employees as a group from best to worst on a particular area
To determine rate of pay
BARS
Work profiling System - WPS model
alternation ranking
47. Based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization
open system approach
job evaluation
Maslow's hierarchy of needs
ESOP
48. Comparing each employee to every other employee in a particular area
FJA - Functional job analysis
Herzberg's two factor theory
paired comparison method
xtrinsic compensation
49. Determining performance based on a written example of past behavior and future plans
variable pay system
narrative forms
Critical Incident Method
spillover effect
50. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes
Job Design
psychomotor
Critical Incident technique
factor comparison
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