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. 30 percent of employees require what?






3. Is the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job






4. Rating employees as a group from best to worst on a particular area






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






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






7. Relies on critical incidents






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






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






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






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






12. Self determination theory






13. Contains hands on skills






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






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






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






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






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






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






20. Capitalistic philosophy holding that business owners were entitled to complete control over employees






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






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






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

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24. Matching ratings with employee behavior






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






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






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






28. Is used to describe manual and repetitive production jobs






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






30. A specific kind of behavioral system is based on the critical incident technique and these scales are developed in the same fashion with one exception






31. Uses a 5-10 vertical scales






32. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions






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






34. An applicant is tested - hired then evaluated by their current supervisor






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






36. Criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations






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






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






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






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






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






42. Path that describes both vertical and horizontal moves






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






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






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






46. Age discrimination






47. Is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job






48. Paid per piece completed instead of per hour






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






50. Intrinsic / extrinsic motivation

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