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






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






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






4. Includes both monetary and non-monetary rewards






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






6. Ideal traits for a position






7. Is a competency model of individual






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






9. Based on employee's depth of knowledge






10. Is a questionnaire technique of job analysis used to collect information from incumbents and supervisors - 151 job tasks rated in terms of importance






11. Job evaluation designed for managers






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






13. How essential job tasks are related to the job






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






15. Paid per piece completed instead of per hour






16. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes






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






18. Stocks go into a trust






19. 30 percent of employees require what?






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






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






22. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs






23. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership






24. Represents unintentional discrimination






25. The proces of making a list of the exact tasks or activities that an individual in a specific job does






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






27. Hygiene factors -created by Frederick Herzberg






28. Is used to describe manual and repetitive production jobs






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






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






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






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






33. Technique of job analysis that was developed by the Employement and Training Administration of the US






34. Rates employees as a group from best to worst on a particular area






35. Direct observation - work methods - critical incident technique






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






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






38. Uses a 5-10 vertical scales






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






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






41. Moves the person out of the production area to learn a new skill






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






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






44. Personnel evaluation method seeking the measurement of employee work effictiveness






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






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






47. Represents intentional discrimination






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






49. 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






50. Self determination theory