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. Hires the best regardless of what country the employees come from

2. Technique of job analysis that was developed by the Employement and Training Administration of the US

3. For a few predetermined key jobs - points are allotted and wage rates for such key jobs are fixed

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

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

6. Contains hands on skills

7. Path that describes both vertical and horizontal moves

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

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

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

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

12. Based on employee's depth of knowledge

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

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

15. Uses a 5-10 vertical scales

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

17. Is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job

18. Includes both monetary and non-monetary rewards

19. 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

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

21. Paid per piece completed instead of per hour

22. Ranking - factor comparison the classification and the point method

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

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

25. Self determination theory

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

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

28. An applicant is tested - hired then evaluated by their current supervisor

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

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

31. Relies on critical incidents

32. Direct observation - work methods - critical incident technique

33. Paying new hires at a lower rate

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

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

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

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

38. Matches rating with employee behavior

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

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

41. Represents unintentional discrimination

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

43. Matching ratings with employee behavior

44. Represents intentional discrimination

45. Comparing each employee to every other employee

46. Jobs are ranked on the basis of responsibilities and duties and their importance to overall company objectives

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

48. Purpose of job evaluation

49. Happen in the performance evaluation process when the rater evaluates the employee based on the raters negative or positive opinion of the employee

50. Gainshareing - incentives for employee suggestions