Test your basic knowledge |

DSST Human Resource Management

Subjects : dsst, 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. Voluntary or involuntary reductions in labor.






2. A group with mix of specialists that are assigned rather than voluntary membership.






3. A group of 6-12 that meet regularly to discuss organizational issues.






4. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






5. Pay by the hour.






6. The number of days in the work week is shortened and the hours per day are longer.






7. Employment at home while communicating with the workplace by phone or fax or modem






8. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






9. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






10. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






11. Performance appraisal that seeks evaluation from internal and external customers.






12. Leadership based on the control that management has over punishing subordinates.






13. Systems that provide data for Human Resource control and decision making.






14. Different types of employee complaint resolution procedures.






15. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






16. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






17. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






18. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






19. Understanding the duties of the job.






20. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






21. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






22. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.






23. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






24. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






25. Hiring through searching and evaluating internal job postings and existing employee files.






26. 1931. Required federal contracts for construction to specify minimum wage for workers.






27. The matching of people with future vacancies.






28. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






29. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






30. Rewards after a specific number of desired behaviors. Results in high or stable performance.






31. Traditional approach to appraisal - a review by management one level higher.






32. Teaching long-term skills.






33. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






34. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






35. Removal of something unpleasant for desire behavior.






36. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






37. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






38. Guarantee of benefits - especially in pension plans.






39. A use of motivators to increase satisfaction.






40. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






41. Consists of vertical scales for each dimension of employee's performance.






42. Basic individual beliefs about right and wrong.






43. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.






44. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






45. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






46. Evidence suggesting selection precludes members from protected classes.






47. Unpaid union official that represents the employees when dealing with management.






48. Various software programs that write job description and specifications based on job analysis.






49. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






50. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.