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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. Scientific analysis of your handwriting
job bidding
Graphology
goal setting theory
Environmental Stress
2. Represents unintentional employment discrimination
Graphology
Disparte impact
goal setting theory
open system approach
3. Requires the rater to use persuasion to change the employees behavior
two tiered pay scale
Tell and sell interview
Scanlon plan
NLRB
4. Direct observation - work methods - critical incident technique
BARS
pygmalion effect
job analysis methods
A degree
5. Consider the needs - build an applicant pool - evaluate the applicants - hire and train
A degree
Paired comparison
steps to recruiting
Disparte impact
6. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors
psychomotor
cognitive domain
job evaluation
Performance appraisal
7. Self determination theory
BARS
Critical Incident Method
Edward Deci
variable pay system
8. Uses a 5-10 vertical scales
global staffing method
BARS approach
job bidding
FJA - Functional job analysis
9. Purpose of job evaluation
ethical decisions
the fastest growing area of EEOC complaints are those related to
graphic rating scale
To determine rate of pay
10. Hires the best regardless of what country the employees come from
geocentric approach to staffing
methods of job evaluation
job analysis
xtrinsic compensation
11. Path that describes both vertical and horizontal moves
competency based pay
network path
cognitive domain
job description
12. Personnel evaluation method seeking the measurement of employee work effictiveness
behaviorally anchored rating scale
direct observation
trait method
NLRB
13. Method of job analysis used to identify work behaviors that classify in good and poor performance
Factor Comparison
critical incident technique
the fastest growing area of EEOC complaints are those related to
FJA - Functional job analysis
14. Is a questionnaire technique of job analysis used to collect information from incumbents and supervisors - 151 job tasks rated in terms of importance
eustress
Mosaic model
alternation ranking
Performance appraisal
15. 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
open system approach
delphi technique
Tell and sell interview
CMQ model
16. Is a method of job analysis to observe and record behavior
direct observation
ombudsperson
ESOP
job evaluation
17. Physiology - safety - security - belongingness self esteem - self actualization
18. Capitalistic philosophy holding that business owners were entitled to complete control over employees
two factor of motivation
Factor Comparison
factor comparison
laissez-faire capitalism
19. A variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job
ranking method
cognitive domain
pygmalion effect
Paired comparison
20. Determining performance based on a written example of past behavior and future plans
steps to recruiting
narrative forms
geocentric approach to staffing
Tell and sell interview
21. Happen in the performance evaluation process when the rater evaluates the employee based on the raters negative or positive opinion of the employee
industrial psychology
job specification
job analysis methods
bias errors
22. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs
job evaluation
tell and listen interview
job descritions
Edward Deci
23. How essential job tasks are related to the job
job relatedness
job bidding
Job Design
piece rate
24. Represents intentional discrimination
Job Design
Disparate treatement
Alderfer's ERG theory
two factor of motivation
25. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
job analysis
job specification
Tell and sell interview
ESOP
26. Hygiene factors -created by Frederick Herzberg
flexible
goal setting theory
job evaluation
two factor of motivation
27. the identification of team and or individual strengths and weakness is most accurately reflective of which process?
behaviorally anchored rating scale
job descritions
Performance appraisal
job analysis
28. A person's knowledge skills - abilities and other characteristics
KSAO
steps to recruiting
behaviorally anchored rating scale
psychomotor
29. Stocks go into a trust
NLRB
human resource strategy
goal setting theory
ESOP
30. Paying new hires at a lower rate
two tiered pay scale
delphi technique
alternation ranking
behavorial observation scale (BOS)
31. Ranking - factor comparison the classification and the point method
open system approach
job bidding
job speculation
methods of job evaluation
32. An intermediary between an employee and management who helps achieve justice in claims of unfair treatment
two factor of motivation
ombudsperson
BARS
Environmental Stress
33. Is devised in respect to recruitment -employee development-motivation and engagement
bias errors
job analysis
human resource strategy
predictive validity test
34. Moves the person out of the production area to learn a new skill
ombudsperson
competency based management
vestibule training
job design
35. Because management of nonunion firms generally offered higher wages and benefits to reduce the chance those employees would seek union representation
job specification
Hay Plan
spillover effect
trait method
36. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)
psychomotor
job description
goal setting theory
Disparte impact
37. For a few predetermined key jobs - points are allotted and wage rates for such key jobs are fixed
piece rate
disparate impact
classification method
Factor Comparison
38. Relies on critical incidents
BARS
job specification
job evaluation
tell and listen interview
39. Intrinsic / extrinsic motivation
40. 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
network path
tell and listen interview
programed learning
BARS
41. 30 percent of employees require what?
tell and listen interview
A degree
job description
narrative forms
42. Often lead to reduced productivity - layoffs have indirect and direct costs
Hay Plan
paired comparison method
Paired comparison
RIF
43. Is the ideal traits for a position (self starting - works well under pressure - familiar with office machines)
ranking method
industrial psychology
job design
job analysis
44. Is used to take the employee qualifications discovered in the job analysis and group them in terms of knowledge
Tell and sell interview
predictive validity test
job specification
the fastest growing area of EEOC complaints are those related to
45. The proces of making a list of the exact tasks or activities that an individual in a specific job does
job analysis
ESOP
job analysis methods
cognitive domain
46. Technique of job analysis that was developed by the Employement and Training Administration of the US
BARS approach
To determine rate of pay
job speculation
FJA - Functional job analysis
47. Rating employees on a list of traits or job requirements
factor comparison
behavorial observation scale (BOS)
Scanlon plan
graphic rating scale
48. Method is one of the simplest jobs are compared to each other based on the overall worth of the job
two tiered pay scale
direct observation
Maslow's hierarchy of needs
ranking method
49. Is used to describe manual and repetitive production jobs
work methods analysis
industrial psychology
Disparate treatement
job specification
50. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
behavorial observation scale (BOS)
BARS approach
To determine rate of pay
job description