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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. A listing of what a job includes such as tasks duties and responsibilities - analysis is the process of creating the job description)
vestibule training
job specification
job description
disparate impact
2. the minimal qualifications required for a particular job are referred to as...
To determine rate of pay
Maslow's hierarchy of needs
job specification
Hay Plan
3. Is used to describe manual and repetitive production jobs
NLRB
work methods analysis
paired comparison method
job analysis
4. Paying new hires at a lower rate
two tiered pay scale
network path
ESOP
Critical Incident Method
5. Based on employee's depth of knowledge
KSA model
critical incident technique
competency based pay
open system approach
6. 30 percent of employees require what?
A degree
factor comparison
xtrinsic compensation
ethical decisions
7. Consider the needs - build an applicant pool - evaluate the applicants - hire and train
job analysis
job speculation
two factor of motivation
steps to recruiting
8. Categorizing exactly what skills and tasks a specific job requires
Herzberg's two factor theory
xtrinsic compensation
competency based management
job analysis
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
job analysis methods
programed learning
job bidding
work methods analysis
10. Is a method of job analysis to observe and record behavior
paired comparison method
laissez-faire capitalism
direct observation
geocentric approach to staffing
11. Uses host country national for all positions - polycentric staffing
Disparte impact
FJA - Functional job analysis
bias errors
global staffing method
12. Criteria - economic considerations-technical considerations - time and space-skill requirements-machinery - industrial relations
job analysis methods
disparate impact
job design
Factor Comparison
13. Indicates that exceptions can result in the achievement of self-fulfilling prohecies
pygmalion effect
behaviorally anchored rating scale
job description
ombudsperson
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
job specification
Maslow's hierarchy of needs
two factor of motivation
BARS
15. Hygiene factors -created by Frederick Herzberg
two factor of motivation
job descritions
Herzberg's two factor theory
spillover effect
16. Matching ratings with employee behavior
behaviorally anchored rating scale
psychomotor
construct validity
eustress
17. Is a test validation method that determines if a test measure traits or constructs that are import to the performance of a job
PAQ method
narrative forms
bias errors
construct validity
18. Relies on critical incidents
BARS
decertification
programed learning
Work profiling System - WPS model
19. Direct observation - work methods - critical incident technique
ESOP
To determine rate of pay
job analysis methods
job specification
20. Method is one of the simplest jobs are compared to each other based on the overall worth of the job
job design
ethical decisions
geocentric approach to staffing
ranking method
21. Represents intentional discrimination
narrative forms
pygmalion effect
Disparate treatement
programed learning
22. Represents unintentional discrimination
flexible
alternation ranking
disparate impact
job design
23. Age discrimination
the fastest growing area of EEOC complaints are those related to
job description
factor comparison
NLRB
24. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
PAQ method
job design
CMQ model
variable pay system
25. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
competency based pay
Job Design
behavorial observation scale (BOS)
job specification
26. Requires the rater to use persuasion to change the employees behavior
variable pay system
cognitive domain
Tell and sell interview
competency based management
27. Rating employees on a list of traits or job requirements
psychomotor
graphic rating scale
competency based management
ESOP
28. Matches rating with employee behavior
paired comparison method
behaviorally anchored rating scale
job descritions
graphic rating scale
29. Purpose of job evaluation
job specification
To determine rate of pay
Job Design
job speculation
30. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
Critical Incident Method
Work profiling System - WPS model
Critical Incident technique
network path
31. Represents unintentional employment discrimination
predictive validity test
A degree
tell and listen interview
Disparte impact
32. Grades are defined by the requirements found to be common to sereral tasks spanning different departments
eustress
two factor of motivation
Paired comparison
classification method
33. Is the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job
job analysis
behaviorally anchored rating scale
Tell and sell interview
competency based management
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
To determine rate of pay
CMQ model
Herzberg's two factor theory
job analysis
35. Comparing each employee to every other employee in a particular area
methods of job evaluation
cognitive domain
flexible
paired comparison method
36. Based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization
open system approach
KSA model
global staffing method
job specification
37. Supports the integration of human resources planning with business planning
geocentric approach to staffing
decertification
spillover effect
competency based management
38. Comparing each employee to every other employee
steps to recruiting
ranking system
paired comparison method
Tell and sell interview
39. An intermediary between an employee and management who helps achieve justice in claims of unfair treatment
behavorial observation scale (BOS)
ombudsperson
Edward Deci
Critical Incident Method
40. The ideal requirements of a job or person
critical incident technique
KSA model
NLRB
job design
41. Is a specific scientific way of categorizing exactly what skills and tasks a specific job requires
Alderfer's ERG theory
two tiered pay scale
job design
job analysis
42. Ideal traits for a position
psychomotor
disparate impact
Job Design
competency based pay
43. Personnel evaluation method seeking the measurement of employee work effictiveness
BARS
cognitive domain
trait method
variable pay system
44. Describes work such as advertising that is done for a client without a contract or job order
Performance appraisal
Paired comparison
job speculation
Mosaic model
45. Based on the notion that individuals sometimes have a drive to reach a clearly defined end state
xtrinsic compensation
predictive validity test
goal setting theory
paired comparison method
46. Is when a union's right revoked as the exclusive bargaining agent for workers
competency based management
human resource strategy
decertification
job specification
47. Includes both monetary and non-monetary rewards
FJA - Functional job analysis
global staffing method
xtrinsic compensation
classification method
48. A specific kind of behavioral system requires job incumbents and their supervisors to identify performance incidents on the job behaviors and behavioral outcomes
job analysis
KSA model
Alderfer's ERG theory
Critical Incident technique
49. Rates employees as a group from best to worst on a particular area
alternation ranking method
Graphology
Factor Comparison
KSA model
50. Compensation programs that are tied to increases in productivity and profits
variable pay system
flexible
construct validity
disparate impact