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






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






3. Reward given for desired behavior.






4. 1914. No forbidding the existence of a union.






5. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






6. A resignation in which an employee chooses to resign without provocation from the employer.






7. The on-the-job method of development for new employees. May be formal or informal.






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






9. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






10. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






11. Payment rates above the pay range.






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






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






14. Includes the social environment of the workplace and informal work groups.






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






16. The act of returning to the country of origin after an international assignement.






17. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






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






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






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






22. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






23. 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.






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






25. 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.






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






27. Minorities in the workplace.






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






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






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






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






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






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






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






35. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






36. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






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






38. Idea that all cultures are inherently equal.






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






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






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






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






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






44. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






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






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






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






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






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






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