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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. Statement authorizing union to act as their representative.






2. Group specifically to provide a new product or service.






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






4. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






5. Withdrawal of a reward.






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






7. Encourages teamwork and knowledge transfer among employees.






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






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






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






11. An appraisal error involving groups of ratings given to employees.






12. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






13. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






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






15. Causes loss of productivity - frustration - or depression.






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






17. The matching of people with future vacancies.






18. Different types of employee complaint resolution procedures.






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






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






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






22. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






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






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






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






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






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






28. 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.






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






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






31. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






32. An integrated knowledge within an organization that sets it out from the competition.






33. Theory Z people - those that have reached the self-actualization phase.






34. Highly trained workers that are a group that perform interdependent tasks.






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






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






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






38. Compensation useful in advancing organizational goals.






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






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






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






42. Test that measure what a person can do right now.






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






44. When every desired behavior is reinforced; effective when the behavior is new.






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






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






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






48. Union must represent union and nonunion members equally.






49. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






50. Identification of future candidates for future anticipated vacancies.