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






2. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






3. A process to make the job more complex to improve the level of boredom of an oversimplified job.






4. An appraisal error based on biases of how the information is selected - evaluated - or organized.






5. A use of motivators to increase satisfaction.






6. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






7. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.






8. A report companies with 100 or more employees must fill out annually to determine workforce composition.






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






10. The idea that people with authority are subject to reporting to superiors.






11. An interview that places the applicant in a simulated high stress setting to interview the candidate.






12. Documents that contain the main information about hazardous material.






13. The ability to influence people to achieve goals for the organization.






14. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.






15. The act of returning to the country of origin after an international assignement.






16. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






17. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






18. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






19. Encourages teamwork and knowledge transfer among employees.






20. Removal of something unpleasant for desire behavior.






21. An extremely hard goal - but not impossible to reach.






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






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






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






25. A pension plan in which both employer and employee fund pensions.






26. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






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






28. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






29. Power derived from the degree in which one is admired and people want to emulate them.






30. The knowledge - skills - and abilities required for the job.






31. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






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






33. Withdrawal of a reward.






34. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






35. Team formed to solve a major organizational issue.






36. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






37. Idea that all cultures are inherently equal.






38. Leadership dependent upon one's position within the company.






39. Guarantee of benefits - especially in pension plans.






40. Groups of employees who meet to resolve problems and improve the organization.






41. 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.






42. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






43. An early retirement incentive in a form of a cash bonus or increased pension.






44. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






46. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






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






48. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






49. Highest level of sexual harassment and would result in a punishable act under the law.






50. An appraisal distributional error where the rater is reluctant to give high or low marks.