SUBJECTS
|
BROWSE
|
CAREER CENTER
|
POPULAR
|
JOIN
|
LOGIN
Business Skills
|
Soft Skills
|
Basic Literacy
|
Certifications
About
|
Help
|
Privacy
|
Terms
Search
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. Jobs are ranked on the basis of responsibilities and duties and their importance to overall company objectives
disparate impact
ranking system
methods of job evaluation
job specification
2. Matches rating with employee behavior
job description
job specification
delphi technique
behaviorally anchored rating scale
3. An applicant is tested - hired then evaluated by their current supervisor
ESOP
predictive validity test
Edward Deci
job design
4. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
network path
alternation ranking method
piece rate
behavorial observation scale (BOS)
5. Age discrimination
Maslow's hierarchy of needs
Herzberg's two factor theory
the fastest growing area of EEOC complaints are those related to
paired comparison method
6. Direct observation - work methods - critical incident technique
laissez-faire capitalism
Maslow's hierarchy of needs
job analysis methods
paired comparison method
7. Is devised in respect to recruitment -employee development-motivation and engagement
paired comparison method
human resource strategy
steps to recruiting
eustress
8. 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
cognitive domain
delphi technique
job bidding
BARS
9. When an employee is taught information - asked questions - and reviews the answers with the trainer
cognitive domain
eustress
programed learning
network path
10. Often lead to reduced productivity - layoffs have indirect and direct costs
PAQ method
cognitive domain
RIF
decertification
11. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs
Tell and sell interview
Factor Comparison
job evaluation
job specification
12. Self determination theory
job design
Edward Deci
ranking system
cognitive domain
13. Hires the best regardless of what country the employees come from
geocentric approach to staffing
job evaluation
paired comparison method
methods of job evaluation
14. Is the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job
paired comparison method
job analysis
job descritions
job evaluation
15. Technique of job analysis that was developed by the Employement and Training Administration of the US
Alderfer's ERG theory
industrial psychology
FJA - Functional job analysis
xtrinsic compensation
16. Stress that we can use positively for our personal growth
geocentric approach to staffing
eustress
Alderfer's ERG theory
NLRB
17. Criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations
human resource strategy
KSA model
factor comparison
job design
18. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
Performance appraisal
open system approach
BARS
job analysis
19. Represents unintentional employment discrimination
Disparte impact
graphic rating scale
disparate impact
trait method
20. A variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job
laissez-faire capitalism
classification method
Paired comparison
tell and listen interview
21. Requires the rater to use persuasion to change the employees behavior
ethical decisions
predictive validity test
Tell and sell interview
ranking method
22. Is used to take the employee qualifications discovered in the job analysis and group them in terms of knowledge
job specification
ombudsperson
behaviorally anchored rating scale
ESOP
23. Keeping a record of an employees positive or negative behavior
Critical Incident Method
critical incident technique
job relatedness
bias errors
24. Paying new hires at a lower rate
Scanlon plan
BARS approach
two tiered pay scale
Job Design
25. For a few predetermined key jobs - points are allotted and wage rates for such key jobs are fixed
behavorial observation scale (BOS)
ethical decisions
open system approach
Factor Comparison
26. Personnel evaluation method seeking the measurement of employee work effictiveness
ranking method
trait method
vestibule training
Graphology
27. Rating employees as a group from best to worst on a particular area
bias errors
job specification
alternation ranking
Tell and sell interview
28. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
eustress
FJA - Functional job analysis
PAQ method
Disparte impact
29. Ideal traits for a position
Disparte impact
critical incident technique
Job Design
PAQ method
30. Scientific analysis of your handwriting
competency based pay
direct observation
piece rate
Graphology
31. Moves the person out of the production area to learn a new skill
open system approach
graphic rating scale
A degree
vestibule training
32. The proces of making a list of the exact tasks or activities that an individual in a specific job does
job analysis
Disparte impact
cognitive domain
PAQ method
33. Consider the needs - build an applicant pool - evaluate the applicants - hire and train
steps to recruiting
job design
behaviorally anchored rating scale
BARS
34. 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
CMQ model
Edward Deci
psychomotor
competency based management
35. Indicates that exceptions can result in the achievement of self-fulfilling prohecies
programed learning
behaviorally anchored rating scale
Disparate treatement
pygmalion effect
36. Relies on critical incidents
BARS
flexible
ethical decisions
goal setting theory
37. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
direct observation
job relatedness
open system approach
NLRB
38. Gainshareing - incentives for employee suggestions
critical incident technique
Performance appraisal
Scanlon plan
global staffing method
39. Supports the integration of human resources planning with business planning
competency based management
global staffing method
Performance appraisal
job analysis
40. Compensation programs that are tied to increases in productivity and profits
Tell and sell interview
spillover effect
variable pay system
job analysis methods
41. Categorizing exactly what skills and tasks a specific job requires
programed learning
ethical decisions
A degree
job analysis
42. the minimal qualifications required for a particular job are referred to as...
job analysis
job specification
BARS
Hay Plan
43. 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
Herzberg's two factor theory
construct validity
competency based management
44. Path that describes both vertical and horizontal moves
predictive validity test
network path
Scanlon plan
job analysis
45. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors
variable pay system
job specification
job evaluation
KSAO
46. The primary concerns of industrial psychology is which the basic relations in industry between worker and machine
Paired comparison
alternation ranking
industrial psychology
ranking method
47. Physiology - safety - security - belongingness self esteem - self actualization
48. Uses a 5-10 vertical scales
BARS approach
human resource strategy
job design
job evaluation
49. Theory posits that there are three groups of core needs - existence relatedness and growth
50. Are written statements that describe the duties - responsibilities - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers
KSAO
decertification
job descritions
eustress