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. The ideal requirements of a job or person






2. An intermediary between an employee and management who helps achieve justice in claims of unfair treatment






3. Background noise






4. Direct observation - work methods - critical incident technique






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






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






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






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






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






10. Represents unintentional employment discrimination






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






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






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






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






15. 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






16. Job evaluation designed for managers






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






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






19. 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






20. Contains hands on skills






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






22. Is a questionnaire technique of job analysis used to collect information from incumbents and supervisors - 151 job tasks rated in terms of importance






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






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






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






26. Is used to describe manual and repetitive production jobs






27. Scientific analysis of your handwriting






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






29. Hygiene factors -created by Frederick Herzberg






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






31. Gainshareing - incentives for employee suggestions






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






33. Grades are defined by the requirements found to be common to sereral tasks spanning different departments






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






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


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






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






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






39. Consider the needs - build an applicant pool - evaluate the applicants - hire and train






40. Relies on critical incidents






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






42. Ideal traits for a position






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






44. 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






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






46. Uses host country national for all positions - polycentric staffing






47. Path that describes both vertical and horizontal moves






48. Hires the best regardless of what country the employees come from






49. Is a method of job analysis to observe and record behavior






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