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. Hygiene factors -created by Frederick Herzberg






2. Includes both monetary and non-monetary rewards






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






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






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






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






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






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






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






10. Background noise






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






12. Paying new hires at a lower rate






13. Based on employee's depth of knowledge






14. Direct observation - work methods - critical incident technique






15. Scientific analysis of your handwriting






16. Contains hands on skills






17. 30 percent of employees require what?






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






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






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






21. Ideal traits for a position






22. The ideal requirements of a job or person






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






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






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






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






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






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






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






30. Purpose of job evaluation






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






32. Gainshareing - incentives for employee suggestions






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






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






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






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






37. Job evaluation designed for managers






38. How essential job tasks are related to the job






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






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






41. A person's knowledge skills - abilities and other characteristics






42. Represents unintentional employment discrimination






43. Represents intentional discrimination






44. Comparing each employee to every other employee






45. Categorizing exactly what skills and tasks a specific job requires






46. Self determination theory






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






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






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






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