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Test your basic knowledge |
Human Resource Management
Start Test
Study First
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. Supports the integration of human resources planning with business planning
competency based management
BARS
flexible
behaviorally anchored rating scale
2. For a few predetermined key jobs - points are allotted and wage rates for such key jobs are fixed
Factor Comparison
Environmental Stress
job analysis
behavorial observation scale (BOS)
3. Matching ratings with employee behavior
behaviorally anchored rating scale
bias errors
pygmalion effect
cognitive domain
4. The proces of making a list of the exact tasks or activities that an individual in a specific job does
piece rate
bias errors
factor comparison
job analysis
5. Ideal traits for a position
PAQ method
construct validity
ombudsperson
Job Design
6. Rating employees on a list of traits or job requirements
CMQ model
KSA model
xtrinsic compensation
graphic rating scale
7. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
open system approach
Graphology
Work profiling System - WPS model
factor comparison
8. the identification of team and or individual strengths and weakness is most accurately reflective of which process?
To determine rate of pay
variable pay system
Job Design
Performance appraisal
9. A person's knowledge skills - abilities and other characteristics
BARS
KSAO
RIF
steps to recruiting
10. Is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job
pygmalion effect
construct validity
laissez-faire capitalism
tell and listen interview
11. Scientific analysis of your handwriting
job bidding
Disparte impact
network path
Graphology
12. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)
ethical decisions
BARS
flexible
job description
13. Method is one of the simplest jobs are compared to each other based on the overall worth of the job
ranking method
alternation ranking method
Tell and sell interview
Graphology
14. Rates employees as a group from best to worst on a particular area
trait method
job speculation
alternation ranking method
paired comparison method
15. Self determination theory
Maslow's hierarchy of needs
Edward Deci
psychomotor
ethical decisions
16. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
job specification
BARS
decertification
job analysis
17. Allows the employees to express their feelings about the appraisal and vent any feelings
Edward Deci
delphi technique
Paired comparison
tell and listen interview
18. Is devised in respect to recruitment -employee development-motivation and engagement
Performance appraisal
trait method
human resource strategy
Critical Incident Method
19. Intrinsic / extrinsic motivation
20. The primary concerns of industrial psychology is which the basic relations in industry between worker and machine
alternation ranking
factor comparison
Hay Plan
industrial psychology
21. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
paired comparison method
PAQ method
Alderfer's ERG theory
Scanlon plan
22. Direct observation - work methods - critical incident technique
construct validity
pygmalion effect
job analysis methods
Disparate treatement
23. Indicates that exceptions can result in the achievement of self-fulfilling prohecies
job evaluation
pygmalion effect
job speculation
job analysis
24. A variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job
alternation ranking
job description
Work profiling System - WPS model
Paired comparison
25. Grades are defined by the requirements found to be common to sereral tasks spanning different departments
classification method
job design
alternation ranking method
Hay Plan
26. Represents unintentional employment discrimination
BARS approach
job analysis
Disparte impact
BARS
27. Stocks go into a trust
job design
ESOP
flexible
psychomotor
28. Determining performance based on a written example of past behavior and future plans
paired comparison method
cognitive domain
direct observation
narrative forms
29. Personnel evaluation method seeking the measurement of employee work effictiveness
job bidding
open system approach
trait method
flexible
30. A set of compensable factors are identified as determining the worth of jobs
factor comparison
Paired comparison
eustress
BARS approach
31. How essential job tasks are related to the job
pygmalion effect
Critical Incident technique
job relatedness
job analysis
32. Uses a 5-10 vertical scales
ethical decisions
steps to recruiting
flexible
BARS approach
33. Capitalistic philosophy holding that business owners were entitled to complete control over employees
laissez-faire capitalism
job analysis
work methods analysis
flexible
34. 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
To determine rate of pay
BARS
goal setting theory
RIF
35. Because management of nonunion firms generally offered higher wages and benefits to reduce the chance those employees would seek union representation
job speculation
spillover effect
job design
Alderfer's ERG theory
36. Rating employees as a group from best to worst on a particular area
Environmental Stress
alternation ranking
job analysis
Hay Plan
37. Comparing each employee to every other employee in a particular area
factor comparison
two tiered pay scale
paired comparison method
Environmental Stress
38. Physiology - safety - security - belongingness self esteem - self actualization
39. Represents intentional discrimination
Disparate treatement
job descritions
pygmalion effect
flexible
40. Moves the person out of the production area to learn a new skill
vestibule training
job analysis
CMQ model
Disparte impact
41. When an employee is taught information - asked questions - and reviews the answers with the trainer
Graphology
spillover effect
programed learning
job design
42. 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 analysis
steps to recruiting
KSA model
43. 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
job evaluation
ethical decisions
delphi technique
Critical Incident Method
44. Path that describes both vertical and horizontal moves
RIF
trait method
network path
decertification
45. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
laissez-faire capitalism
Tell and sell interview
spillover effect
NLRB
46. Paid per piece completed instead of per hour
job analysis
piece rate
narrative forms
ranking system
47. Matches rating with employee behavior
behaviorally anchored rating scale
NLRB
Mosaic model
PAQ method
48. The ideal requirements of a job or person
job design
Critical Incident Method
alternation ranking
decertification
49. Job evaluation designed for managers
Hay Plan
classification method
delphi technique
Critical Incident Method
50. Method of job analysis used to identify work behaviors that classify in good and poor performance
critical incident technique
A degree
variable pay system
programed learning