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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. Based on the notion that individuals sometimes have a drive to reach a clearly defined end state
Job Design
goal setting theory
Hay Plan
critical incident technique
2. Includes both monetary and non-monetary rewards
global staffing method
methods of job evaluation
job specification
xtrinsic compensation
3. How essential job tasks are related to the job
job analysis methods
A degree
job relatedness
job design
4. Is used to take the employee qualifications discovered in the job analysis and group them in terms of knowledge
decertification
job specification
BARS
job speculation
5. Is a method of job analysis to observe and record behavior
goal setting theory
Hay Plan
direct observation
behaviorally anchored rating scale
6. Method of job analysis used to identify work behaviors that classify in good and poor performance
human resource strategy
critical incident technique
job design
ranking method
7. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
psychomotor
piece rate
job specification
job analysis
8. Theory posits that there are three groups of core needs - existence relatedness and growth
9. Stocks go into a trust
Environmental Stress
KSA model
A degree
ESOP
10. Human resource management has moved from organizations that were structured in what terms of style?
BARS
flexible
job relatedness
job bidding
11. Is when a union's right revoked as the exclusive bargaining agent for workers
job design
Critical Incident technique
job analysis
decertification
12. Is a competency model of individual
open system approach
KSA model
ranking method
geocentric approach to staffing
13. Supports the integration of human resources planning with business planning
laissez-faire capitalism
predictive validity test
Job Design
competency based management
14. Because management of nonunion firms generally offered higher wages and benefits to reduce the chance those employees would seek union representation
piece rate
behavorial observation scale (BOS)
spillover effect
competency based management
15. Represents unintentional employment discrimination
trait method
work methods analysis
xtrinsic compensation
Disparte impact
16. Is the ideal traits for a position (self starting - works well under pressure - familiar with office machines)
job specification
job evaluation
geocentric approach to staffing
job design
17. Categorizing exactly what skills and tasks a specific job requires
paired comparison method
Mosaic model
job analysis
BARS approach
18. Criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations
A degree
paired comparison method
job design
disparate impact
19. Is a questionnaire technique of job analysis used to collect information from incumbents and supervisors - 151 job tasks rated in terms of importance
methods of job evaluation
xtrinsic compensation
PAQ method
Mosaic model
20. the minimal qualifications required for a particular job are referred to as...
behavorial observation scale (BOS)
job specification
bias errors
Environmental Stress
21. Represents intentional discrimination
competency based pay
Disparate treatement
ombudsperson
Edward Deci
22. 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
delphi technique
open system approach
Scanlon plan
Critical Incident technique
23. Is the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job
trait method
graphic rating scale
job analysis
ombudsperson
24. Comparing each employee to every other employee
laissez-faire capitalism
paired comparison method
piece rate
job analysis
25. Scientific analysis of your handwriting
job design
Graphology
Disparte impact
job evaluation
26. A variation of simple ranking job evaluation plans orders all jobs from lowest to highest based on coparing the worth of each job
Paired comparison
construct validity
job evaluation
two factor of motivation
27. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
Maslow's hierarchy of needs
the fastest growing area of EEOC complaints are those related to
disparate impact
behavorial observation scale (BOS)
28. A set of compensable factors are identified as determining the worth of jobs
open system approach
factor comparison
ESOP
Job Design
29. Stress that we can use positively for our personal growth
eustress
direct observation
Herzberg's two factor theory
tell and listen interview
30. Ranking - factor comparison the classification and the point method
human resource strategy
methods of job evaluation
job design
Critical Incident Method
31. Hires the best regardless of what country the employees come from
job analysis
human resource strategy
geocentric approach to staffing
BARS
32. Hygiene factors -created by Frederick Herzberg
job analysis methods
two factor of motivation
graphic rating scale
job analysis
33. When an employee is taught information - asked questions - and reviews the answers with the trainer
programed learning
job analysis methods
job analysis
methods of job evaluation
34. 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
ranking system
BARS
job bidding
factor comparison
35. Paying new hires at a lower rate
behaviorally anchored rating scale
variable pay system
global staffing method
two tiered pay scale
36. An applicant is tested - hired then evaluated by their current supervisor
job descritions
Environmental Stress
predictive validity test
variable pay system
37. Is knowledge and the affective domain contains feelings and attitudes
job specification
work methods analysis
job analysis
cognitive domain
38. Matches rating with employee behavior
Graphology
delphi technique
behaviorally anchored rating scale
Factor Comparison
39. Based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization
cognitive domain
open system approach
job specification
Environmental Stress
40. Is used to describe manual and repetitive production jobs
direct observation
work methods analysis
behavorial observation scale (BOS)
the fastest growing area of EEOC complaints are those related to
41. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes
Critical Incident Method
Critical Incident technique
laissez-faire capitalism
steps to recruiting
42. Uses host country national for all positions - polycentric staffing
variable pay system
global staffing method
job analysis
cognitive domain
43. Self determination theory
Edward Deci
PAQ method
behaviorally anchored rating scale
job analysis
44. 30 percent of employees require what?
two tiered pay scale
A degree
PAQ method
ombudsperson
45. Rating employees on a list of traits or job requirements
spillover effect
ethical decisions
graphic rating scale
NLRB
46. Technique of job analysis that was developed by the Employement and Training Administration of the US
FJA - Functional job analysis
decertification
job design
steps to recruiting
47. Capitalistic philosophy holding that business owners were entitled to complete control over employees
vestibule training
Maslow's hierarchy of needs
laissez-faire capitalism
job analysis
48. Consider the needs - build an applicant pool - evaluate the applicants - hire and train
Graphology
delphi technique
steps to recruiting
Factor Comparison
49. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
Work profiling System - WPS model
open system approach
competency based management
trait method
50. Personnel evaluation method seeking the measurement of employee work effictiveness
job analysis
job design
trait method
paired comparison method