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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. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






2. A group of 6-12 that meet regularly to discuss organizational issues.






3. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






4. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






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






6. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






7. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






8. 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.






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






10. Advancing to the next level in the minimum time required in the current position.






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






12. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






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






14. 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.






15. 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.






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






17. Removal of something unpleasant for desire behavior.






18. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.






19. Method that determines the relative worth of jobs.






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






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






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






23. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






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






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






26. Giving something unpleasant for an undesired behavior.






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






28. Basic individual beliefs about right and wrong.






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






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






31. Measures the frequency of observed behavior.






32. Compensation tied to a reward for effort and performance.






33. Teaching long-term skills.






34. Identification of future candidates for future anticipated vacancies.






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






36. 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.






37. Rating based on comparison than a standard.






38. An extremely hard goal - but not impossible to reach.






39. Encourages teamwork and knowledge transfer among employees.






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






41. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.






42. Voluntary or involuntary reductions in labor.






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






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






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






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






47. 1972. Extended Civil Rights Title VII to government workers.






48. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






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






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