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WorksheetsHRM (Psychological aspects )
Total questions: 20
Worksheet time: 10mins
Name
Class
Date
1.
Which of the following best defines employee selection?Quyidagilardan qaysi biri xodimlarni tanlashni eng to‘g‘ri ifodalaydi?
a)
Bo‘sh ish o‘rinlarini reklama qilish jarayoni
b)
Tashkilotga ishga olinadigan kishilarni tanlash jarayoni
c)
Yangi xodimlarni o‘qitish jarayoni
d)
Xodimlarning ish faoliyatini baholash jarayoni
2.
Which HR strategy emphasizes hiring employees who perform simple tasks at low cost?Qaysi HR strategiya oddiy vazifalarni past xarajat bilan bajaradigan xodimlarni yollashni ta’kidlaydi?
a)
Loyal Soldier
b)
Committed Expert
c)
Bargain Laborer
d)
Free Agent
3.
The Loyal Soldier HR strategy mainly focuses on:Loyal Soldier strategiyasi asosan nimaga e’tibor beradi?
a)
Kamdan-kam uchraydigan mutaxassislarni yollashga
b)
Xodimlarni uzoq muddat saqlab qolishga
c)
Xarajatlarni kamaytirish uchun tashqi yollashga
d)
Qisqa muddatli mutaxassislarni yollashga
4.
Which of the following is true about long-term generalists?Quyidagilardan qaysi biri uzoq muddatli umumiy xodimlarga to‘g‘ri keladi?
a)
Ular tez-tez ish joyini o‘zgartiradi
b)
Ular o‘z tashkilotiga xos ko‘nikma va bilimlarni rivojlantiradi
c)
Ular faqat vaqtincha ishlarda ishlaydi
d)
Ular texnik mutaxassislikka ega bo‘ladi
5.
Which HR strategy is associated with hiring short-term specialists?Qaysi HR strategiya qisqa muddatli mutaxassislarni yollash bilan bog‘liq?
a)
Bargain Laborer
b)
Free Agent
c)
Committed Expert
d)
Loyal Soldier
6.
What is the main advantage of short-term specialists?Qisqa muddatli mutaxassislarning asosiy afzalligi nimada?
a)
Tashkilot o‘qitish xarajatlarini tejaydi
b)
Ular sadoqat va majburiyatni rivojlantiradi
c)
Ular zarur malakani tezda olib keladi
d)
Ular ko‘p yillar davomida tashkilotda qoladi
7.
In the strategic selection framework, what does the horizontal axis represent?Strategik tanlov doirasida gorizontal o‘q nimani ifodalaydi?
a)
Xodim bilan munosabat muddati
b)
HR strategiyasi turi
c)
Iqtidor turi (umumiy yoki mutaxassis)
d)
Motivatsiya darajasi
8.
Which of the following best describes job-based fit?Qaysi biri lavozimga moslikni (job-based fit) eng yaxshi ifodalaydi?
a)
Shaxsiy qadriyatlarni kompaniya madaniyatiga moslashtirish
b)
Shaxsning qobiliyatlarini ish talablari bilan moslashtirish
c)
Xodimlarni uzoq muddatli aloqalarga moslashtirish
d)
Xodimlarning hissiy barqarorligini baholash
9.
Organization-based fit focuses primarily on:Tashkilotga moslik (organization-based fit) asosan nimaga e’tibor beradi?
a)
Kognitiv qobiliyatga
b)
Texnik ko‘nikmalarga
c)
Madaniyat, qadriyat va shaxsiy moslikka
d)
Jismoniy kuchga
10.
Which method estimates reliability by testing a person twice and comparing results?Qaysi usul bir kishini ikki marta test qilib natijalarni solishtirish orqali ishonchlilikni o‘lchaydi?
a)
Alternate-form usuli
b)
Validity usuli
c)
Test-retest usuli
d)
Split-half usuli
11.
What does validity in selection methods refer to?Tanlov usullarida “validity” nimani anglatadi?
a)
Test natijalarining barqarorligini
b)
Test o‘lchayotgan narsani haqiqatan o‘lchashini
c)
Testning iqtisodiy samaradorligini
d)
Nomzodlarning testni yoqtirish darajasini
12.
Which selection principle is concerned with cost-effectiveness?Qaysi tanlov tamoyili xarajatlarning samaradorligiga e’tibor beradi?
a)
Reliability
b)
Validity
c)
Utility
d)
Legality
13.
Which of the following is not a common selection method?Quyidagilardan qaysi biri keng tarqalgan tanlov usuli emas?
a)
Testing
b)
Gathering Information
c)
Interviewing
d)
Compensation Benchmarking
14.
Which test measures problem-solving and understanding abilities?Qaysi test muammoni hal qilish va tushunish qobiliyatini o‘lchaydi?
a)
Integrity test
b)
Cognitive ability test
c)
Personality test
d)
Situational judgment test
15.
What do overt integrity tests measure?Ochiq (overt) halollik testlari nimani o‘lchaydi?
a)
O‘g‘rilik va halollikka bo‘lgan munosabatni
b)
Jismoniy kuch va muvofiqlikni
c)
Shaxsiy xususiyatlar, masalan, ochiqlikni
d)
Nazariy vaziyatlarga javobni
16.
What is the purpose of biographical data (biodata) in selection?Biodata testining asosiy maqsadi nimadan iborat?
a)
Jismoniy chidamlilikni sinash
b)
O‘tmishdagi tajribalar asosida kelajakdagi xulqni bashorat qilish
c)
Moliyaviy holatni baholash
d)
Texnik malakani o‘lchash
17.
Which type of interview asks about what the applicant would do in a hypothetical situation?Qaysi turdagi intervyuda nomzoddan taxminiy vaziyatda nima qilgan bo‘lardi deb so‘raladi?
a)
Behavioral interview
b)
Structured interview
c)
Situational interview
d)
Panel interview
18.
In which type of interview are all candidates asked the same predetermined questions?Qaysi intervyuda barcha nomzodlarga bir xil oldindan tayyorlangan savollar beriladi?
a)
Structured interview
b)
Unstructured interview
c)
Stress interview
d)
Panel interview
19.
Which selection decision method requires applicants to meet minimum requirements on all tests before advancing?Qaysi tanlov usulida nomzodlar har bir test bo‘yicha minimal natijani olmaguncha keyingi bosqichga o‘ta olmaydi?
a)
Banding approach
b)
Predictor weighting
c)
Multiple hurdle approach
d)
Minimum cutoff approach
20.
The banding approach in selection is designed to:Banding usuli tanlov jarayonida nima uchun qo‘llaniladi?
a)
O‘rtacha ball olganlarni chiqarib tashlash uchun
b)
Ballarni bitta umumiy reytingga birlashtirish uchun
c)
Statistika jihatidan o‘xshash ball olgan nomzodlarni bir guruhga kiritish uchun
d)
Faqat eng yuqori ball olganlarni yollash uchun
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