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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 attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






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






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






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






5. Basic individual beliefs about right and wrong.






6. 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.






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






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






9. Method that determines the relative worth of jobs.






10. The matching of people with future vacancies.






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






12. An organization that has generated a list of recommendation for executing an effective diversity initiative.






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






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






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. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






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






18. 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.






19. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






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






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






22. An appraisal distributional error where the rater is reluctant to give high or low marks.






23. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






25. Group assigned with improving quality.






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






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






28. 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.






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






30. Voluntary or involuntary reductions in labor.






31. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






32. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






33. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






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






35. The number of days in the work week is shortened and the hours per day are longer.






36. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






38. 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.






39. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






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






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






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






43. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






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






45. Purposeful discrimination.






46. A pension plan in which only the employer funds pensions.






47. Hiring through searching and evaluating internal job postings and existing employee files.






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






49. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






50. 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).







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