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






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






3. Involves determining the type and number of individuals needed to get the job done.






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






5. 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.






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






7. A decision based on existing norms.






8. Idea that all cultures are inherently equal.






9. Minorities in the workplace.






10. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






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






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






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






14. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






15. The curve in the scattergram that identifies the worth of jobs and wages.






16. How an employee perceives his compensation relative to others within the organization.






17. 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.






18. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






19. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






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






21. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






22. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






23. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






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






25. 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.






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






27. Requires the rater to choose from statements that best describe the employee's output.






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






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






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






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






32. Long-term(5 years +) planning reserved for the highest levels of management.






33. Two part-time employees share one full time position.






34. 1994. Jobs are protected for those that go on short military service.






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






36. Pay is the same each pay period regardless of hours worked.






37. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






38. Measures what a person is capable of learning.






39. A neutral third party that will make the binding decision between both parties.






40. 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.






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






42. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






43. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






44. 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.






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






46. Purposeful discrimination.






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






48. The combination of various appraisal systems to give the manager and employee the best view into the performance.






49. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






50. 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.







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