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. Background noise






2. Are written statements that describe the duties - responsibilities - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers






3. How essential job tasks are related to the job






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






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






6. Comparing each employee to every other employee






7. Scientific analysis of your handwriting






8. Supports the integration of human resources planning with business planning






9. Is a competency model of individual






10. Hygiene factors -created by Frederick Herzberg






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






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






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






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






15. Direct observation - work methods - critical incident technique






16. the minimal qualifications required for a particular job are referred to as...






17. Paid per piece completed instead of per hour






18. Purpose of job evaluation






19. Represents intentional discrimination






20. Stocks go into a trust






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






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






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






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






25. A person's knowledge skills - abilities and other characteristics






26. Relies on critical incidents






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






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






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






30. A set of compensable factors are identified as determining the worth of jobs






31. Matching ratings with employee behavior






32. Matches rating with employee behavior






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






34. 30 percent of employees require what?






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






36. Represents unintentional discrimination






37. Consider the needs - build an applicant pool - evaluate the applicants - hire and train






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






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






40. Is a questionnaire technique of job analysis used to collect information from incumbents and supervisors - 151 job tasks rated in terms of importance






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






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






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






44. Represents unintentional employment discrimination






45. The ideal requirements of a job or person






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






47. 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






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






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






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