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






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






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






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






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






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






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






8. Hygiene factors -created by Frederick Herzberg






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. Ranking - factor comparison the classification and the point method






11. Grades are defined by the requirements found to be common to sereral tasks spanning different departments






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






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






14. Job evaluation designed for managers






15. 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






16. Ideal traits for a position






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






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






19. Uses a 5-10 vertical scales






20. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions






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






22. Includes both monetary and non-monetary rewards






23. 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






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






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






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






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






28. Uses host country national for all positions - polycentric staffing






29. Self determination theory






30. Paying new hires at a lower rate






31. The ideal requirements of a job or person






32. Represents unintentional employment discrimination






33. Represents intentional discrimination






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. Is used to describe manual and repetitive production jobs






36. 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






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






38. Contains hands on skills






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






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






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






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






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






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






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






46. Is a competency model of individual






47. Method of job analysis used to identify work behaviors that classify in good and poor performance






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


49. Stress that we can use positively for our personal growth






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