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. Hires the best regardless of what country the employees come from






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






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






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






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






6. Contains hands on skills






7. Path that describes both vertical and horizontal moves






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






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. Is knowledge and the affective domain contains feelings and attitudes






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






12. Based on employee's depth of knowledge






13. Allows the employees to express their feelings about the appraisal and vent any feelings






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






15. Uses a 5-10 vertical scales






16. Often lead to reduced productivity - layoffs have indirect and direct costs






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






18. Includes both monetary and non-monetary rewards






19. 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






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






21. Paid per piece completed instead of per hour






22. Ranking - factor comparison the classification and the point method






23. Physiology - safety - security - belongingness self esteem - self actualization






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






25. Self determination theory






26. Is the ideal traits for a position (self starting - works well under pressure - familiar with office machines)






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






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






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






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






31. Relies on critical incidents






32. Direct observation - work methods - critical incident technique






33. Paying new hires at a lower rate






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






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






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






38. Matches rating with employee behavior






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






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






41. Represents unintentional discrimination






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






43. Matching ratings with employee behavior






44. Represents intentional discrimination






45. Comparing each employee to every other employee






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






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






48. Purpose of job evaluation






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






50. Gainshareing - incentives for employee suggestions