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. Theory posits that there are three groups of core needs - existence relatedness and growth






2. Paying new hires at a lower rate






3. Job evaluation designed for managers






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






5. 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






6. An intermediary between an employee and management who helps achieve justice in claims of unfair treatment






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






8. Comparing each employee to every other employee






9. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors






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






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






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






13. When an employee is taught information - asked questions - and reviews the answers with the trainer






14. Human resource management has moved from organizations that were structured in what terms of style?






15. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth






16. Physiology - safety - security - belongingness self esteem - self actualization






17. Path that describes both vertical and horizontal moves






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






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






20. Based on employee's depth of knowledge






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






22. the identification of team and or individual strengths and weakness is most accurately reflective of which process?






23. Age discrimination






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






25. Describes work such as advertising that is done for a client without a contract or job order






26. Is used to describe manual and repetitive production jobs






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






28. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)






29. Is the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job






30. Matching ratings with employee behavior






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






32. Uses a 5-10 vertical scales






33. A variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job






34. Stocks go into a trust






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






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






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






38. Allows the employees to express their feelings about the appraisal and vent any feelings






39. Requires the rater to use persuasion to change the employees behavior






40. Contains hands on skills






41. Is a competency model of individual






42. Is knowledge and the affective domain contains feelings and attitudes






43. Represents unintentional employment discrimination






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






45. 30 percent of employees require what?






46. Categorizing exactly what skills and tasks a specific job requires






47. How essential job tasks are related to the job






48. Rating employees on a list of traits or job requirements






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






50. Gainshareing - incentives for employee suggestions