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






2. Compensation system that equals American money to foreign money on terms of purchasing power.






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






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






5. Rewards according to a random number of behaviors. Results in very high performance.






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






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






8. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






9. A pension plan in which the amount is specific.






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






11. Developed in response to a majority dominating the workforce.






12. Method that determines the relative worth of jobs.






13. 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.






14. Group assigned with improving quality.






15. A decision that considers humanity's fundamental rights.






16. 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.






17. Rewards according to random times. Results in moderately high and stable performance.






18. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






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






20. Hands-off approach over all decision-making without any further involvement unless asked to participate.






21. 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.






22. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






23. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






24. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






25. Improvement of job efficiency by simplifying it.






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






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






28. A personal disorientation when experiencing an unfamiliar way of life.






29. 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.






30. Guarantee of benefits - especially in pension plans.






31. A decision based on the long-term interests of an individual.






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






33. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






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






35. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






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






37. 1914. No forbidding the existence of a union.






38. Power based on individual expertise.






39. Payment rates above the pay range.






40. Team formed to solve a major organizational issue.






41. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






42. Encourages teamwork and knowledge transfer among employees.






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






44. Rewards according to a specific time interval. Results in average and irregular performance.






45. 1972. Extended Civil Rights Title VII to government workers.






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






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






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






49. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






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