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. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






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






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






4. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






5. Means that people employed in an organization represent different cultural groups and human qualities.






6. Positive stress that makes some strive to accomplish something.






7. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






8. Teaching long-term skills.






9. The matching of people with future vacancies.






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






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






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






13. The degree in which an individual believes they have control of their fate.






14. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






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






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






17. Helps manager translate measurement framework from strategic to operational goals.






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






19. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






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






22. Belief that one culture is superior to another.






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






24. Unpaid union official that represents the employees when dealing with management.






25. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






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






27. Guarantee of benefits - especially in pension plans.






28. Identification of future candidates for future anticipated vacancies.






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






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






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






32. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






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






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






35. A decision based on total impartiality.






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






37. 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.






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






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






40. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






41. Cost of living that measures the average prices of products and services over time.






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






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






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






45. Compensation useful in advancing organizational goals.






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






47. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






48. 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.






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






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