D351 Test Questions with 100% Correct
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
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
