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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. Path that describes both vertical and horizontal moves
network path
competency based pay
job analysis
NLRB
2. Comparing each employee to every other employee in a particular area
paired comparison method
cognitive domain
classification method
flexible
3. Rates employees as a group from best to worst on a particular area
vestibule training
alternation ranking method
pygmalion effect
network path
4. Jobs are ranked on the basis of responsibilities and duties and their importance to overall company objectives
delphi technique
eustress
narrative forms
ranking system
5. 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
Edward Deci
job design
job bidding
competency based pay
6. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors
predictive validity test
job evaluation
classification method
KSAO
7. Human resource management has moved from organizations that were structured in what terms of style?
RIF
industrial psychology
flexible
Herzberg's two factor theory
8. Happen in the performance evaluation process when the rater evaluates the employee based on the raters negative or positive opinion of the employee
paired comparison method
bias errors
piece rate
alternation ranking method
9. The ideal requirements of a job or person
steps to recruiting
job bidding
Graphology
job design
10. Contains hands on skills
Maslow's hierarchy of needs
psychomotor
job design
Work profiling System - WPS model
11. Indicates that exceptions can result in the achievement of self-fulfilling prohecies
Edward Deci
pygmalion effect
two tiered pay scale
job bidding
12. Is a method of job analysis to observe and record behavior
To determine rate of pay
job description
Work profiling System - WPS model
direct observation
13. The proces of making a list of the exact tasks or activities that an individual in a specific job does
ranking system
pygmalion effect
job analysis
A degree
14. Consider the needs - build an applicant pool - evaluate the applicants - hire and train
job design
goal setting theory
delphi technique
steps to recruiting
15. Purpose of job evaluation
To determine rate of pay
Alderfer's ERG theory
delphi technique
job evaluation
16. Represents unintentional discrimination
tell and listen interview
job specification
disparate impact
network path
17. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)
job description
tell and listen interview
open system approach
Performance appraisal
18. Is when a union's right revoked as the exclusive bargaining agent for workers
pygmalion effect
the fastest growing area of EEOC complaints are those related to
predictive validity test
decertification
19. A systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs
critical incident technique
job evaluation
Mosaic model
competency based pay
20. Represents intentional discrimination
paired comparison method
Disparate treatement
spillover effect
KSAO
21. Are written statements that describe the duties - responsibilities - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers
spillover effect
job specification
job descritions
narrative forms
22. Determining performance based on a written example of past behavior and future plans
job analysis methods
ranking system
ranking method
narrative forms
23. Is devised in respect to recruitment -employee development-motivation and engagement
steps to recruiting
human resource strategy
job design
To determine rate of pay
24. Method is one of the simplest jobs are compared to each other based on the overall worth of the job
Critical Incident Method
job description
ranking method
spillover effect
25. Is knowledge and the affective domain contains feelings and attitudes
cognitive domain
Tell and sell interview
job evaluation
FJA - Functional job analysis
26. Gainshareing - incentives for employee suggestions
Herzberg's two factor theory
graphic rating scale
job specification
Scanlon plan
27. Grades are defined by the requirements found to be common to sereral tasks spanning different departments
behaviorally anchored rating scale
A degree
paired comparison method
classification method
28. Compensation programs that are tied to increases in productivity and profits
variable pay system
alternation ranking
alternation ranking method
job design
29. Technique of job analysis that was developed by the Employement and Training Administration of the US
NLRB
bias errors
FJA - Functional job analysis
paired comparison method
30. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
two tiered pay scale
eustress
job analysis
Work profiling System - WPS model
31. Paid per piece completed instead of per hour
competency based pay
piece rate
behaviorally anchored rating scale
laissez-faire capitalism
32. A person's knowledge skills - abilities and other characteristics
job speculation
job design
RIF
KSAO
33. Paying new hires at a lower rate
two tiered pay scale
job speculation
BARS approach
job description
34. Direct observation - work methods - critical incident technique
methods of job evaluation
job analysis methods
vestibule training
direct observation
35. 30 percent of employees require what?
Factor Comparison
A degree
competency based management
graphic rating scale
36. Personnel evaluation method seeking the measurement of employee work effictiveness
job analysis
FJA - Functional job analysis
trait method
the fastest growing area of EEOC complaints are those related to
37. Requires the rater to use persuasion to change the employees behavior
Environmental Stress
ESOP
Tell and sell interview
Maslow's hierarchy of needs
38. Often lead to reduced productivity - layoffs have indirect and direct costs
RIF
Disparate treatement
alternation ranking method
vestibule training
39. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
PAQ method
competency based pay
human resource strategy
delphi technique
40. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
NLRB
paired comparison method
competency based pay
Disparte impact
41. Keeping a record of an employees positive or negative behavior
Herzberg's two factor theory
Critical Incident Method
job evaluation
job specification
42. Based on employee's depth of knowledge
Disparte impact
two tiered pay scale
competency based pay
NLRB
43. Is used to describe manual and repetitive production jobs
work methods analysis
job design
PAQ method
behavorial observation scale (BOS)
44. When an employee is taught information - asked questions - and reviews the answers with the trainer
xtrinsic compensation
decertification
job evaluation
programed learning
45. How essential job tasks are related to the job
job specification
behaviorally anchored rating scale
job relatedness
network path
46. Criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations
direct observation
job design
tell and listen interview
pygmalion effect
47. Is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job
To determine rate of pay
construct validity
job specification
BARS
48. Allows the employees to express their feelings about the appraisal and vent any feelings
tell and listen interview
global staffing method
job bidding
Critical Incident technique
49. 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 technique
behaviorally anchored rating scale
job specification
job evaluation
50. Uses host country national for all positions - polycentric staffing
global staffing method
Scanlon plan
work methods analysis
job speculation