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Human Resource Management

Subject : business-skills
  • Answer 50 questions in 15 minutes.
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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

2. Theory posits that there are three groups of core needs - existence relatedness and growth

3. Contains hands on skills

4. Self determination theory

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

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

7. Background noise

8. Age discrimination

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

10. Represents unintentional employment discrimination

11. Based on the notion that individuals sometimes have a drive to reach a clearly defined end state

12. Represents unintentional discrimination

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

14. Includes both monetary and non-monetary rewards

15. Is a competency model of individual

16. Based on employee's depth of knowledge

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

18. Comparing each employee to every other employee

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

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

21. Stocks go into a trust

22. Direct observation - work methods - critical incident technique

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

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

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

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

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

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

29. The proces of making a list of the exact tasks or activities that an individual in a specific job does

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

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

32. Intrinsic / extrinsic motivation

33. Uses a 5-10 vertical scales

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

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

36. Matching ratings with employee behavior

37. Job evaluation designed for managers

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

39. Happen in the performance evaluation process when the rater evaluates the employee based on the raters negative or positive opinion of the employee

40. Is used to describe manual and repetitive production jobs

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

42. The ideal requirements of a job or person

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

44. Ideal traits for a position

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

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

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

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

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

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