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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. Stress that we can use positively for our personal growth
eustress
Paired comparison
FJA - Functional job analysis
Environmental Stress
2. Because management of nonunion firms generally offered higher wages and benefits to reduce the chance those employees would seek union representation
geocentric approach to staffing
vestibule training
spillover effect
Disparate treatement
3. Method of job analysis used to identify work behaviors that classify in good and poor performance
factor comparison
tell and listen interview
critical incident technique
goal setting theory
4. Scientific analysis of your handwriting
job analysis
critical incident technique
CMQ model
Graphology
5. specific kind of behavioral system displays illustrations of positive incidents of job performance for various job dimensions
goal setting theory
delphi technique
behavorial observation scale (BOS)
decertification
6. Keeping a record of an employees positive or negative behavior
Scanlon plan
competency based pay
job analysis
Critical Incident Method
7. Matches rating with employee behavior
job analysis
behaviorally anchored rating scale
KSAO
Edward Deci
8. Theory posits that there are three groups of core needs - existence relatedness and growth
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9. 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
disparate impact
CMQ model
competency based management
critical incident technique
10. Are written statements that describe the duties - responsibilities - most important contributions and outcomes - required qualifications of candidates and reporting relationship and coworkers
programed learning
Performance appraisal
Edward Deci
job descritions
11. Job evaluation designed for managers
job descritions
FJA - Functional job analysis
Hay Plan
flexible
12. Is the process used to collect information about the duties responsibilities necessary skills outcomes and work environment of a particular job
job analysis methods
two tiered pay scale
job analysis
bias errors
13. Hires the best regardless of what country the employees come from
geocentric approach to staffing
NLRB
Edward Deci
laissez-faire capitalism
14. For a few predetermined key jobs - points are allotted and wage rates for such key jobs are fixed
Disparte impact
job evaluation
cognitive domain
Factor Comparison
15. Age discrimination
the fastest growing area of EEOC complaints are those related to
disparate impact
job descritions
job evaluation
16. Direct observation - work methods - critical incident technique
job analysis methods
Hay Plan
ombudsperson
work methods analysis
17. 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
Hay Plan
A degree
graphic rating scale
delphi technique
18. Comparing each employee to every other employee
Critical Incident Method
Graphology
paired comparison method
spillover effect
19. Comparing each employee to every other employee in a particular area
job analysis methods
Alderfer's ERG theory
variable pay system
paired comparison method
20. The primary concerns of industrial psychology is which the basic relations in industry between worker and machine
bias errors
two tiered pay scale
industrial psychology
PAQ method
21. When an employee is taught information - asked questions - and reviews the answers with the trainer
programed learning
Environmental Stress
ESOP
flexible
22. Hygiene factors -created by Frederick Herzberg
two factor of motivation
job descritions
factor comparison
Herzberg's two factor theory
23. Purpose of job evaluation
disparate impact
Herzberg's two factor theory
Environmental Stress
To determine rate of pay
24. An applicant is tested - hired then evaluated by their current supervisor
geocentric approach to staffing
predictive validity test
job design
cognitive domain
25. Self determination theory
disparate impact
job analysis
Edward Deci
network path
26. Technique of job analysis that was developed by the Employement and Training Administration of the US
FJA - Functional job analysis
ranking method
ethical decisions
spillover effect
27. Personnel evaluation method seeking the measurement of employee work effictiveness
job analysis
behaviorally anchored rating scale
two factor of motivation
trait method
28. Is a method of job analysis to observe and record behavior
NLRB
Scanlon plan
KSAO
direct observation
29. Questionaire technique of job analysis -developed by McCormick-Jeanneret and Mecham
Job Design
two factor of motivation
PAQ method
Factor Comparison
30. Regulates power between labor and management - prohibits management from using unfair labor practices like discouraging union membership
job description
NLRB
two factor of motivation
critical incident technique
31. Ethics can be legislated - Procurement Integrity Act and the Corporate and Auditing Accountability Responsibility and transparency act are examples
geocentric approach to staffing
ethical decisions
two tiered pay scale
BARS approach
32. A questionnaire technique of job analysis - computer administered for job analysis - developed by Saville and Holdsoworth
job design
Work profiling System - WPS model
critical incident technique
the fastest growing area of EEOC complaints are those related to
33. Is knowledge and the affective domain contains feelings and attitudes
alternation ranking
direct observation
cognitive domain
predictive validity test
34. Consider the needs - build an applicant pool - evaluate the applicants - hire and train
Tell and sell interview
ESOP
BARS
steps to recruiting
35. Determining performance based on a written example of past behavior and future plans
job analysis methods
job analysis
narrative forms
delphi technique
36. Represents unintentional employment discrimination
Disparte impact
job analysis
paired comparison method
psychomotor
37. Includes both monetary and non-monetary rewards
xtrinsic compensation
factor comparison
laissez-faire capitalism
piece rate
38. Uses a 5-10 vertical scales
BARS approach
behaviorally anchored rating scale
trait method
Herzberg's two factor theory
39. Method is one of the simplest jobs are compared to each other based on the overall worth of the job
ranking method
job bidding
A degree
industrial psychology
40. Represents unintentional discrimination
disparate impact
job relatedness
ombudsperson
Factor Comparison
41. Is a competency model of individual
network path
competency based management
variable pay system
KSA model
42. Human resource management has moved from organizations that were structured in what terms of style?
goal setting theory
programed learning
flexible
Tell and sell interview
43. Is the ideal traits for a position (self starting - works well under pressure - familiar with office machines)
job design
Scanlon plan
Edward Deci
disparate impact
44. Relies on critical incidents
disparate impact
NLRB
Mosaic model
BARS
45. Intrinsic / extrinsic motivation
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46. Background noise
BARS
cognitive domain
direct observation
Environmental Stress
47. Ranking - factor comparison the classification and the point method
competency based pay
two factor of motivation
geocentric approach to staffing
methods of job evaluation
48. The proces of making a list of the exact tasks or activities that an individual in a specific job does
the fastest growing area of EEOC complaints are those related to
construct validity
Job Design
job analysis
49. Rating employees on a list of traits or job requirements
A degree
graphic rating scale
job analysis
delphi technique
50. Capitalistic philosophy holding that business owners were entitled to complete control over employees
laissez-faire capitalism
job relatedness
psychomotor
job speculation