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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. Uses a 5-10 vertical scales

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

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

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

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

6. 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

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

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

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

10. Path that describes both vertical and horizontal moves

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

12. Is a competency model of individual

13. Direct observation - work methods - critical incident technique

14. 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

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

16. Purpose of job evaluation

17. Hygiene factors -created by Frederick Herzberg

18. 30 percent of employees require what?

19. Age discrimination

20. Job evaluation designed for managers

21. Intrinsic / extrinsic motivation

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

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

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

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

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

27. Based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization

28. 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

29. Matches rating with employee behavior

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

31. Paying new hires at a lower rate

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

33. Represents unintentional discrimination

34. Relies on critical incidents

35. The ideal requirements of a job or person

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

37. 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

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

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

40. Contains hands on skills

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

42. Gainshareing - incentives for employee suggestions

43. Because management of nonunion firms generally offered higher wages and benefits to reduce the chance those employees would seek union representation

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

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

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

47. Based on the notion that individuals sometimes have a drive to reach a clearly defined end state

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

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

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