D351 EXAMINATION QUESTIONS AND VERIFIED
ANSWERS
Assessment Center - a place where job applicants undergo a series of tests, interviews,
and simulated experiences to determine their potential for a particular job
Business skills - the analytical and quantitative skills, including in-depth knowledge of
how the business works and its budgeting and strategic planning process, that are necessary
for a manager to understand and contribute to the profitability of their organization
Cognitive ability test - an assessment of general intelligence or of some type of
aptitude for a particular job
Competency model - Model identifying the knowledge, skills, and abilities (known in
HR as KSAs) needed to perform a particular job in the organization.
Employee experience - Employee engagement as well as the totality of other
interactions between the individual and their workplace and whether those interactions are
positive or negative overall
Fitness for duty test - A test identifying whether or not an employee is physically
capable at a particular point in time of performing a specific type of work
Glass ceiling - An invisible barrier to advancement in business to women as well as
minority employees
Internal recruiting - Filling job openings with current employees or people the
employees know
Job description - Identification of the major tasks, duties, and responsibilities that are
components of a job
Job design - the process of identifying tasks that each employee is responsible for
completing as well as identifying how those tasks will be accomplished
Job evaluation - the process of determining the worth of each position relative to the
other positions within the organization
Job expansion - The process of making jobs broader, with less repetition. Jobs can be
expanded through rotation, enlargement, and enrichment
,Job simplification - the process of eliminating or combining tasks and/or changing the
work sequence to improve performance
Knowledge workers - workers who "use their head more than their hands" and who
gather and interpret information to improve a product or process for their organizations
Labor market - the external pool of candidates from which we draw our recruits
Marginal job functions - those functions that may be performed on the job but need
not be performed by all holders of the job
Mechanistic job design - Designing jobs around the concepts of task specialization, skill
simplification, and repetition
Motivational job design - designing jobs by focusing on the job characteristics that
affect the psychological meaning and motivational potential of the job; this approach views
attitudinal variables as the most important outcomes of job design
Onboarding - the process of introducing new employees to the organization and their
jobs
Onshoring - the process of shuttering operations in other countries and bringing work
back to the home country
Outsourcing - The process of hiring another organization to do work that was
previously done within the host organization
Perceptual motor job design - designing jobs with tasks that remain within the worker's
normal mental capabilities and limitations
Personality test - A test measuring the psychological traits or characteristics of
applicants to determine suitability for performance in a specific type of job
Physical test - a test designed to ensure that applicants are capable of performing on
the job in ways defined by the job specification and description
Recruiting - the process of creating a reasonable pool of qualified candidates for a job
opening
Selection - the process of choosing the best-qualified applicant who was recruited for a
given job
Simulations - Tests where a candidate is put into a high-pressure situation in a
controlled environment so that the danger and cost are limited
, Skills test - an assessment instrument designed to determine if you have the ability to
apply a particular knowledge set
Technical skills - the ability to use methods and techniques to perform a task
Turnover - the permanent loss of workers from the organization
Work sample - A test conducted by providing a sample of the work that the candidate
would perform on the job and asking the candidate to perform the tasks under some type of
controlled conditions
Yield ratio - a calculation of how many people make it through the recruiting step to
the next step in the hiring process
Realistic Job Previews - A review of all of the tasks and requirements of the job, both
good and bad, before a person takes the job (while they are interviewing)
Multiple hurdle selection model - model requiring that each applicant must pass a
particular selection test in order to go to the next test
Compensation - The total of an employee's pay and benefits
Compensation System - anything that an employee may value and desire and that the
employer is willing and able to offer in exchange
Defined benefit plan - A plan providing the retiree with a specific amount and type of
benefits that will be available when the individual retires
Defined contribution plan - A plan providing only the amount of funds that will go into
a retirement account not what the employee will receive upon retirement .
EWPs (Employee Wellness Programs) - Plans designed to cater to the employee's
physical , instead of psychological , welfare through education and training programs
Golden parachutes - provision for executives who are dismissed from a merged or
acquired firm of typically large lump sum payments on dismissal
Group incentives - incentives that provide reinforcement for actions of more than one
individual within the organization
High Deductible Health Plan ( HDHP ) - A " majomedical insurance plan that protects
against catastrophic health care costs and in most cases is paid for by the employer .
HMO - a health care plan that provides both health maintenance services and medical
care as part of the plan
ANSWERS
Assessment Center - a place where job applicants undergo a series of tests, interviews,
and simulated experiences to determine their potential for a particular job
Business skills - the analytical and quantitative skills, including in-depth knowledge of
how the business works and its budgeting and strategic planning process, that are necessary
for a manager to understand and contribute to the profitability of their organization
Cognitive ability test - an assessment of general intelligence or of some type of
aptitude for a particular job
Competency model - Model identifying the knowledge, skills, and abilities (known in
HR as KSAs) needed to perform a particular job in the organization.
Employee experience - Employee engagement as well as the totality of other
interactions between the individual and their workplace and whether those interactions are
positive or negative overall
Fitness for duty test - A test identifying whether or not an employee is physically
capable at a particular point in time of performing a specific type of work
Glass ceiling - An invisible barrier to advancement in business to women as well as
minority employees
Internal recruiting - Filling job openings with current employees or people the
employees know
Job description - Identification of the major tasks, duties, and responsibilities that are
components of a job
Job design - the process of identifying tasks that each employee is responsible for
completing as well as identifying how those tasks will be accomplished
Job evaluation - the process of determining the worth of each position relative to the
other positions within the organization
Job expansion - The process of making jobs broader, with less repetition. Jobs can be
expanded through rotation, enlargement, and enrichment
,Job simplification - the process of eliminating or combining tasks and/or changing the
work sequence to improve performance
Knowledge workers - workers who "use their head more than their hands" and who
gather and interpret information to improve a product or process for their organizations
Labor market - the external pool of candidates from which we draw our recruits
Marginal job functions - those functions that may be performed on the job but need
not be performed by all holders of the job
Mechanistic job design - Designing jobs around the concepts of task specialization, skill
simplification, and repetition
Motivational job design - designing jobs by focusing on the job characteristics that
affect the psychological meaning and motivational potential of the job; this approach views
attitudinal variables as the most important outcomes of job design
Onboarding - the process of introducing new employees to the organization and their
jobs
Onshoring - the process of shuttering operations in other countries and bringing work
back to the home country
Outsourcing - The process of hiring another organization to do work that was
previously done within the host organization
Perceptual motor job design - designing jobs with tasks that remain within the worker's
normal mental capabilities and limitations
Personality test - A test measuring the psychological traits or characteristics of
applicants to determine suitability for performance in a specific type of job
Physical test - a test designed to ensure that applicants are capable of performing on
the job in ways defined by the job specification and description
Recruiting - the process of creating a reasonable pool of qualified candidates for a job
opening
Selection - the process of choosing the best-qualified applicant who was recruited for a
given job
Simulations - Tests where a candidate is put into a high-pressure situation in a
controlled environment so that the danger and cost are limited
, Skills test - an assessment instrument designed to determine if you have the ability to
apply a particular knowledge set
Technical skills - the ability to use methods and techniques to perform a task
Turnover - the permanent loss of workers from the organization
Work sample - A test conducted by providing a sample of the work that the candidate
would perform on the job and asking the candidate to perform the tasks under some type of
controlled conditions
Yield ratio - a calculation of how many people make it through the recruiting step to
the next step in the hiring process
Realistic Job Previews - A review of all of the tasks and requirements of the job, both
good and bad, before a person takes the job (while they are interviewing)
Multiple hurdle selection model - model requiring that each applicant must pass a
particular selection test in order to go to the next test
Compensation - The total of an employee's pay and benefits
Compensation System - anything that an employee may value and desire and that the
employer is willing and able to offer in exchange
Defined benefit plan - A plan providing the retiree with a specific amount and type of
benefits that will be available when the individual retires
Defined contribution plan - A plan providing only the amount of funds that will go into
a retirement account not what the employee will receive upon retirement .
EWPs (Employee Wellness Programs) - Plans designed to cater to the employee's
physical , instead of psychological , welfare through education and training programs
Golden parachutes - provision for executives who are dismissed from a merged or
acquired firm of typically large lump sum payments on dismissal
Group incentives - incentives that provide reinforcement for actions of more than one
individual within the organization
High Deductible Health Plan ( HDHP ) - A " majomedical insurance plan that protects
against catastrophic health care costs and in most cases is paid for by the employer .
HMO - a health care plan that provides both health maintenance services and medical
care as part of the plan
