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. Path that describes both vertical and horizontal moves






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






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






4. Based on employee's depth of knowledge






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






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






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






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






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






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






11. Intrinsic / extrinsic motivation


12. Job evaluation designed for managers






13. Matches rating with employee behavior






14. Based on the concept of the organization as an open system with the primary work group as a subsystem of the total organization






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






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






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






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






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






20. When an employee is taught information - asked questions - and reviews the answers with the trainer






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






22. Includes both monetary and non-monetary rewards






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






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






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






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






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






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






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






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






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






32. Represents unintentional employment discrimination






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






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






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






36. 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






37. The ideal requirements of a job or person






38. Age discrimination






39. Determining performance based on a written example of past behavior and future plans






40. Background noise






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






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






43. Direct observation - work methods - critical incident technique






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






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


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






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






48. 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






49. Is used to describe manual and repetitive production jobs






50. Supports the integration of human resources planning with business planning