Test your basic knowledge |

Human Resource Management

Subject : business-skills
  • 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 systematic assessment of job content - it establishes the worth of a job in terms of salary or wage compared to other jobs

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

3. Comparing each employee to every other employee

4. Scientific analysis of your handwriting

5. Happen in the performance evaluation process when the rater evaluates the employee based on the raters negative or positive opinion of the employee

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

7. Hygiene factors -created by Frederick Herzberg

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

9. Capitalistic philosophy holding that business owners were entitled to complete control over employees

10. Direct observation - work methods - critical incident technique

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

12. Represents unintentional discrimination

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

14. Gainshareing - incentives for employee suggestions

15. Represents unintentional employment discrimination

16. Paying new hires at a lower rate

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

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

19. Ideal traits for a position

20. Intrinsic / extrinsic motivation

21. Purpose of job evaluation

22. 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

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

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

25. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)

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

27. Is when a union's right revoked as the exclusive bargaining agent for workers

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

29. Paid per piece completed instead of per hour

30. Job evaluation designed for managers

31. Criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations

32. 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

33. the minimal qualifications required for a particular job are referred to as...

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

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

36. Relies on critical incidents

37. Is a formal and systematic approach to analyzing jobs and categorizing them in regard to their relative worth in an organization - compensation factors

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

39. Human resource management has moved from organizations that were structured in what terms of style?

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

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

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

43. Is knowledge and the affective domain contains feelings and attitudes

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

45. 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

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

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

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

49. Jobs are ranked on the basis of responsibilities and duties and their importance to overall company objectives

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