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. Sexual harassment that uses rewards; potential for criminal prosecution.






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






3. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






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






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






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






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






8. Rewards according to random times. Results in moderately high and stable performance.






9. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






10. Compensation useful in advancing organizational goals.






11. Rating based on comparison than a standard.






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






13. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.






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






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






16. Not reporting to work.






17. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






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






19. Understanding the duties of the job.






20. Evidence suggesting selection precludes members from protected classes.






21. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






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






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






24. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






25. 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.






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






27. 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.






28. Documents that contain the main information about hazardous material.






29. A problem in evaluation due to being compared to someone previously evaluated.






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






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






32. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






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






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






35. Reward given for desired behavior.






36. A use of motivators to increase satisfaction.






37. Harmful stress that accompanies a feeling of insecurity.






38. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






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






40. Pay by the hour.






41. Services provided for workers to deal with problems that interfere with how they do their jobs.






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






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






44. Rates performance of employee achievement of goals set by manager and the employee.






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






46. 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.






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






48. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






49. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






50. Groups of employees who meet to resolve problems and improve the organization.