Test your basic knowledge |

Human Resource Management

Subject : business-skills
  • Answer 50 questions in 15 minutes.
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  • Match each statement with the correct term.
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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. 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