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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. Background noise
global staffing method
behaviorally anchored rating scale
Performance appraisal
Environmental Stress
2. Are written statements that describe the duties - responsibilities - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers
competency based pay
alternation ranking method
job descritions
goal setting theory
3. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors
job evaluation
job speculation
A degree
methods of job evaluation
4. Direct observation - work methods - critical incident technique
alternation ranking
RIF
behaviorally anchored rating scale
job analysis methods
5. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes
ESOP
job evaluation
Edward Deci
Critical Incident technique
6. Is a competency model of individual
KSA model
paired comparison method
network path
job analysis
7. Hires the best regardless of what country the employees come from
disparate impact
job design
Herzberg's two factor theory
geocentric approach to staffing
8. Personnel evaluation method seeking the measurement of employee work effictiveness
job design
BARS approach
trait method
Tell and sell interview
9. Path that describes both vertical and horizontal moves
To determine rate of pay
network path
disparate impact
Environmental Stress
10. Scientific analysis of your handwriting
Job Design
cognitive domain
Graphology
ethical decisions
11. Moves the person out of the production area to learn a new skill
vestibule training
behaviorally anchored rating scale
goal setting theory
direct observation
12. Rating employees on a list of traits or job requirements
graphic rating scale
critical incident technique
ranking method
factor comparison
13. Is knowledge and the affective domain contains feelings and attitudes
direct observation
ombudsperson
cognitive domain
RIF
14. Ranking - factor comparison the classification and the point method
predictive validity test
alternation ranking
methods of job evaluation
human resource strategy
15. Human resource management has moved from organizations that were structured in what terms of style?
spillover effect
trait method
factor comparison
flexible
16. Based on the notion that individuals sometimes have a drive to reach a clearly defined end state
job specification
goal setting theory
job specification
spillover effect
17. Paying new hires at a lower rate
behaviorally anchored rating scale
job evaluation
Paired comparison
two tiered pay scale
18. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples
programed learning
alternation ranking
construct validity
ethical decisions
19. Contains hands on skills
psychomotor
behaviorally anchored rating scale
To determine rate of pay
Hay Plan
20. Relies on critical incidents
BARS
Work profiling System - WPS model
Job Design
job relatedness
21. Stocks go into a trust
Work profiling System - WPS model
To determine rate of pay
industrial psychology
ESOP
22. Ideal traits for a position
Job Design
job description
graphic rating scale
behaviorally anchored rating scale
23. Job evaluation designed for managers
goal setting theory
paired comparison method
job evaluation
Hay Plan
24. The ideal requirements of a job or person
narrative forms
competency based pay
job design
goal setting theory
25. The proces of making a list of the exact tasks or activities that an individual in a specific job does
job analysis
Alderfer's ERG theory
open system approach
geocentric approach to staffing
26. Rates employees as a group from best to worst on a particular area
ethical decisions
industrial psychology
goal setting theory
alternation ranking method
27. Supports the integration of human resources planning with business planning
flexible
geocentric approach to staffing
job descritions
competency based management
28. Uses a 5-10 vertical scales
flexible
steps to recruiting
xtrinsic compensation
BARS approach
29. Grades are defined by the requirements found to be common to sereral tasks spanning different departments
ombudsperson
job descritions
classification method
job evaluation
30. Method of job analysis used to identify work behaviors that classify in good and poor performance
job bidding
critical incident technique
eustress
bias errors
31. Compensation programs that are tied to increases in productivity and profits
delphi technique
RIF
behaviorally anchored rating scale
variable pay system
32. Categorizing exactly what skills and tasks a specific job requires
Herzberg's two factor theory
Hay Plan
BARS
job analysis
33. Comparing each employee to every other employee in a particular area
ranking method
paired comparison method
Disparate treatement
Environmental Stress
34. Requires the rater to use persuasion to change the employees behavior
cognitive domain
eustress
Factor Comparison
Tell and sell interview
35. Is devised in respect to recruitment -employee development-motivation and engagement
goal setting theory
human resource strategy
Tell and sell interview
classification method
36. Rating employees as a group from best to worst on a particular area
classification method
goal setting theory
steps to recruiting
alternation ranking
37. Based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization
Tell and sell interview
two factor of motivation
open system approach
behaviorally anchored rating scale
38. Gainshareing - incentives for employee suggestions
alternation ranking
Critical Incident Method
behaviorally anchored rating scale
Scanlon plan
39. Is when a union's right revoked as the exclusive bargaining agent for workers
construct validity
decertification
job design
PAQ method
40. 30 percent of employees require what?
bias errors
cognitive domain
competency based pay
A degree
41. A set of compensable factors are identified as determining the worth of jobs
Environmental Stress
factor comparison
cognitive domain
BARS
42. Self determination theory
RIF
methods of job evaluation
critical incident technique
Edward Deci
43. 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
geocentric approach to staffing
behaviorally anchored rating scale
delphi technique
ESOP
44. Hygiene factors -created by Frederick Herzberg
two factor of motivation
ranking system
critical incident technique
flexible
45. 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
delphi technique
geocentric approach to staffing
job analysis
CMQ model
46. Is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job
classification method
construct validity
job design
the fastest growing area of EEOC complaints are those related to
47. Represents unintentional discrimination
Critical Incident technique
geocentric approach to staffing
competency based management
disparate impact
48. 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
job bidding
Environmental Stress
Performance appraisal
KSA model
49. Age discrimination
Scanlon plan
goal setting theory
Disparate treatement
the fastest growing area of EEOC complaints are those related to
50. Technique of job analysis that was developed by the Employement and Training Administration of the US
flexible
competency based management
NLRB
FJA - Functional job analysis