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






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






3. Is used to describe manual and repetitive production jobs






4. Paying new hires at a lower rate






5. Based on employee's depth of knowledge






6. 30 percent of employees require what?






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






8. Categorizing exactly what skills and tasks a specific job requires






9. 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






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






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






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






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






14. 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






15. Hygiene factors -created by Frederick Herzberg






16. Matching ratings with employee behavior






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. Relies on critical incidents






19. Direct observation - work methods - critical incident technique






20. Method is one of the simplest jobs are compared to each other based on the overall worth of the job






21. Represents intentional discrimination






22. Represents unintentional discrimination






23. Age discrimination






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






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






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






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






28. Matches rating with employee behavior






29. Purpose of job evaluation






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






31. Represents unintentional employment discrimination






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






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






34. 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






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






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. Supports the integration of human resources planning with business planning






38. Comparing each employee to every other employee






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






40. The ideal requirements of a job or person






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






42. Ideal traits for a position






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






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






45. Based on the notion that individuals sometimes have a drive to reach a clearly defined end state






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






47. Includes both monetary and non-monetary rewards






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






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






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