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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. Grades are defined by the requirements found to be common to sereral tasks spanning different departments
bias errors
Work profiling System - WPS model
Tell and sell interview
classification method
2. A person's knowledge skills - abilities and other characteristics
open system approach
variable pay system
KSAO
classification method
3. Method of job analysis used to identify work behaviors that classify in good and poor performance
geocentric approach to staffing
graphic rating scale
critical incident technique
the fastest growing area of EEOC complaints are those related to
4. Includes both monetary and non-monetary rewards
xtrinsic compensation
alternation ranking
programed learning
job analysis methods
5. Compensation programs that are tied to increases in productivity and profits
alternation ranking
Scanlon plan
variable pay system
job evaluation
6. Ideal traits for a position
Job Design
Alderfer's ERG theory
Graphology
open system approach
7. Is a competency model of individual
KSA model
Maslow's hierarchy of needs
Job Design
steps to recruiting
8. Is the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job
job analysis
job bidding
work methods analysis
RIF
9. Based on employee's depth of knowledge
vestibule training
behavorial observation scale (BOS)
competency based pay
the fastest growing area of EEOC complaints are those related to
10. Is a questionnaire technique of job analysis used to collect information from incumbents and supervisors - 151 job tasks rated in terms of importance
Maslow's hierarchy of needs
job analysis
Mosaic model
pygmalion effect
11. Job evaluation designed for managers
Hay Plan
factor comparison
Critical Incident technique
cognitive domain
12. Is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job
Mosaic model
job analysis
construct validity
Scanlon plan
13. How essential job tasks are related to the job
Paired comparison
job relatedness
CMQ model
Environmental Stress
14. Comparing each employee to every other employee in a particular area
Disparte impact
job descritions
paired comparison method
flexible
15. Paid per piece completed instead of per hour
piece rate
A degree
Hay Plan
PAQ method
16. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes
job analysis methods
Environmental Stress
predictive validity test
Critical Incident technique
17. Indicates that exceptions can result in the achievement of self-fulfilling prohecies
job analysis methods
pygmalion effect
goal setting theory
piece rate
18. Stocks go into a trust
job design
job speculation
Disparte impact
ESOP
19. 30 percent of employees require what?
job description
job analysis
A degree
Paired comparison
20. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
Alderfer's ERG theory
Work profiling System - WPS model
job analysis
Hay Plan
21. An intermediary between an employee and management who helps achieve justice in claims of unfair treatment
Graphology
narrative forms
eustress
ombudsperson
22. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs
job evaluation
geocentric approach to staffing
Work profiling System - WPS model
RIF
23. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
work methods analysis
NLRB
narrative forms
Alderfer's ERG theory
24. Represents unintentional discrimination
Hay Plan
Scanlon plan
network path
disparate impact
25. The proces of making a list of the exact tasks or activities that an individual in a specific job does
bias errors
PAQ method
job analysis
behaviorally anchored rating scale
26. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
Herzberg's two factor theory
Critical Incident Method
job analysis
global staffing method
27. Hygiene factors -created by Frederick Herzberg
Disparate treatement
ESOP
network path
two factor of motivation
28. Is used to describe manual and repetitive production jobs
Graphology
A degree
Maslow's hierarchy of needs
work methods analysis
29. For a few predetermined key jobs - points are allotted and wage rates for such key jobs are fixed
the fastest growing area of EEOC complaints are those related to
Paired comparison
steps to recruiting
Factor Comparison
30. Describes work such as advertising that is done for a client without a contract or job order
xtrinsic compensation
Alderfer's ERG theory
ranking method
job speculation
31. Uses host country national for all positions - polycentric staffing
job bidding
factor comparison
the fastest growing area of EEOC complaints are those related to
global staffing method
32. Supports the integration of human resources planning with business planning
job analysis
paired comparison method
Disparte impact
competency based management
33. Technique of job analysis that was developed by the Employement and Training Administration of the US
vestibule training
FJA - Functional job analysis
the fastest growing area of EEOC complaints are those related to
Work profiling System - WPS model
34. Rates employees as a group from best to worst on a particular area
behaviorally anchored rating scale
alternation ranking method
Graphology
job description
35. Direct observation - work methods - critical incident technique
Tell and sell interview
job analysis methods
job evaluation
Disparte impact
36. Based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization
KSA model
open system approach
FJA - Functional job analysis
delphi technique
37. Is used to take the employee qualifications discovered in the job analysis and group them in terms of knowledge
human resource strategy
eustress
BARS
job specification
38. Uses a 5-10 vertical scales
global staffing method
job analysis
job bidding
BARS approach
39. When an employee is taught information - asked questions - and reviews the answers with the trainer
CMQ model
cognitive domain
programed learning
job descritions
40. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
direct observation
job specification
behavorial observation scale (BOS)
Critical Incident technique
41. Moves the person out of the production area to learn a new skill
A degree
KSAO
vestibule training
job design
42. Rating employees on a list of traits or job requirements
BARS
graphic rating scale
the fastest growing area of EEOC complaints are those related to
job design
43. A set of compensable factors are identified as determining the worth of jobs
geocentric approach to staffing
piece rate
paired comparison method
factor comparison
44. Personnel evaluation method seeking the measurement of employee work effictiveness
two tiered pay scale
trait method
ethical decisions
PAQ method
45. Stress that we can use positively for our personal growth
eustress
work methods analysis
Alderfer's ERG theory
Critical Incident Method
46. Consider the needs - build an applicant pool - evaluate the applicants - hire and train
ethical decisions
Scanlon plan
steps to recruiting
CMQ model
47. Represents intentional discrimination
critical incident technique
Paired comparison
laissez-faire capitalism
Disparate treatement
48. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples
laissez-faire capitalism
KSAO
ethical decisions
CMQ model
49. 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
BARS
Critical Incident technique
variable pay system
job design
50. Self determination theory
paired comparison method
job design
BARS approach
Edward Deci