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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. Represents unintentional discrimination
job specification
paired comparison method
BARS
disparate impact
2. How essential job tasks are related to the job
construct validity
job relatedness
job evaluation
the fastest growing area of EEOC complaints are those related to
3. Ranking - factor comparison the classification and the point method
behaviorally anchored rating scale
spillover effect
construct validity
methods of job evaluation
4. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
paired comparison method
work methods analysis
programed learning
PAQ method
5. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
KSA model
Herzberg's two factor theory
Disparate treatement
Work profiling System - WPS model
6. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors
competency based management
Performance appraisal
job evaluation
behaviorally anchored rating scale
7. Gainshareing - incentives for employee suggestions
human resource strategy
job speculation
Mosaic model
Scanlon plan
8. Relies on critical incidents
Mosaic model
Environmental Stress
Alderfer's ERG theory
BARS
9. For a few predetermined key jobs - points are allotted and wage rates for such key jobs are fixed
Factor Comparison
BARS approach
Job Design
KSAO
10. Rating employees on a list of traits or job requirements
human resource strategy
graphic rating scale
global staffing method
RIF
11. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
BARS
Scanlon plan
job analysis
BARS approach
12. Matches rating with employee behavior
two tiered pay scale
job descritions
behaviorally anchored rating scale
psychomotor
13. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs
Maslow's hierarchy of needs
methods of job evaluation
job evaluation
Herzberg's two factor theory
14. Indicates that exceptions can result in the achievement of self-fulfilling prohecies
Factor Comparison
pygmalion effect
the fastest growing area of EEOC complaints are those related to
job description
15. Keeping a record of an employees positive or negative behavior
Critical Incident Method
job bidding
spillover effect
KSA model
16. Is the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job
job descritions
job analysis
graphic rating scale
open system approach
17. A set of compensable factors are identified as determining the worth of jobs
narrative forms
ethical decisions
factor comparison
industrial psychology
18. Describes work such as advertising that is done for a client without a contract or job order
job relatedness
job speculation
Scanlon plan
Work profiling System - WPS model
19. Comparing each employee to every other employee
paired comparison method
graphic rating scale
competency based management
job analysis
20. Comparing each employee to every other employee in a particular area
job description
job evaluation
predictive validity test
paired comparison method
21. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples
job descritions
Critical Incident technique
ethical decisions
ombudsperson
22. Scientific analysis of your handwriting
Graphology
cognitive domain
Scanlon plan
KSAO
23. Is a competency model of individual
Environmental Stress
ranking method
KSA model
bias errors
24. Includes both monetary and non-monetary rewards
job analysis
graphic rating scale
Edward Deci
xtrinsic compensation
25. 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
Critical Incident technique
variable pay system
delphi technique
ranking system
26. Self determination theory
paired comparison method
decertification
Edward Deci
geocentric approach to staffing
27. Grades are defined by the requirements found to be common to sereral tasks spanning different departments
behaviorally anchored rating scale
eustress
classification method
two factor of motivation
28. Theory posits that there are three groups of core needs - existence relatedness and growth
29. Jobs are ranked on the basis of responsibilities and duties and their importance to overall company objectives
KSA model
BARS
spillover effect
ranking system
30. Based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization
vestibule training
ESOP
open system approach
human resource strategy
31. Are written statements that describe the duties - responsibilities - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers
paired comparison method
job descritions
psychomotor
alternation ranking
32. An applicant is tested - hired then evaluated by their current supervisor
BARS approach
predictive validity test
job description
pygmalion effect
33. Is devised in respect to recruitment -employee development-motivation and engagement
programed learning
human resource strategy
job analysis
xtrinsic compensation
34. Is a questionnaire technique of job analysis used to collect information from incumbents and supervisors - 151 job tasks rated in terms of importance
Mosaic model
behaviorally anchored rating scale
ethical decisions
Work profiling System - WPS model
35. 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
PAQ method
job bidding
KSA model
KSAO
36. 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
classification method
job design
Critical Incident technique
CMQ model
37. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)
alternation ranking method
Critical Incident Method
ranking method
job description
38. Based on the notion that individuals sometimes have a drive to reach a clearly defined end state
industrial psychology
eustress
BARS approach
goal setting theory
39. Paying new hires at a lower rate
direct observation
job speculation
two tiered pay scale
pygmalion effect
40. An intermediary between an employee and management who helps achieve justice in claims of unfair treatment
BARS
ombudsperson
BARS approach
Scanlon plan
41. Requires the rater to use persuasion to change the employees behavior
Tell and sell interview
construct validity
Factor Comparison
job evaluation
42. Human resource management has moved from organizations that were structured in what terms of style?
job relatedness
job evaluation
flexible
graphic rating scale
43. Is used to describe manual and repetitive production jobs
trait method
work methods analysis
delphi technique
BARS
44. Hires the best regardless of what country the employees come from
xtrinsic compensation
competency based pay
vestibule training
geocentric approach to staffing
45. 30 percent of employees require what?
job description
two factor of motivation
A degree
decertification
46. Capitalistic philosophy holding that business owners were entitled to complete control over employees
RIF
goal setting theory
laissez-faire capitalism
bias errors
47. Stress that we can use positively for our personal growth
BARS
eustress
Hay Plan
laissez-faire capitalism
48. The ideal requirements of a job or person
Herzberg's two factor theory
job design
pygmalion effect
spillover effect
49. Happen in the performance evaluation process when the rater evaluates the employee based on the raters negative or positive opinion of the employee
Factor Comparison
bias errors
Performance appraisal
job design
50. Is knowledge and the affective domain contains feelings and attitudes
Herzberg's two factor theory
the fastest growing area of EEOC complaints are those related to
cognitive domain
competency based pay