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

2. Job evaluation designed for managers

3. 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

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

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

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

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

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

9. Because management of nonunion firms generally offered higher wages and benefits to reduce the chance those employees would seek union representation

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

11. 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

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

13. Self determination theory

14. 30 percent of employees require what?

15. Is used to describe manual and repetitive production jobs

16. Keeping a record of an employees positive or negative behavior

17. Hygiene factors -created by Frederick Herzberg

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

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

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

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

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

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

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

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

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

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

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

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

30. 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

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

32. Paying new hires at a lower rate

33. Direct observation - work methods - critical incident technique

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

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

36. Gainshareing - incentives for employee suggestions

37. Includes both monetary and non-monetary rewards

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

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

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

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

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

43. Intrinsic / extrinsic motivation

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

45. Comparing each employee to every other employee

46. Scientific analysis of your handwriting

47. Relies on critical incidents

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

49. How essential job tasks are related to the job

50. Background noise