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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. Harassment based on employment decisions; an economic or position consequence for noncompliance.






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






3. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






4. Sexual harassment that uses rewards; potential for criminal prosecution.






5. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






6. Group assigned with improving quality.






7. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






8. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






9. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






10. Belief that things happen due to luck or chance.






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






12. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






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






14. Services provided for workers to deal with problems that interfere with how they do their jobs.






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






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






17. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






18. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






19. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






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






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






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






24. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






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






26. Not reporting to work.






27. Sexual remarks or actions not targeted at a specific individual.






28. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






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






30. Threat of power in order to convince someone to engage in sexual activity.






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






32. Giving something unpleasant for an undesired behavior.






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






34. Idea that all cultures are inherently equal.






35. Removal of something unpleasant for desire behavior.






36. A code of moral principles and values that govern organizational behavior.






37. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






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






39. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






40. Belief that things happen due to their own responsibility.






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






42. The matching of people with future vacancies.






43. Statement authorizing union to act as their representative.






44. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






45. Insurance that pays for nursing homes and medical-related costs to old age and illness.






46. A use of motivators to increase satisfaction.






47. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






48. Withdrawal of a reward.






49. An organization that is participatory in problem solving - improving - and increasing capabilities.






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