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






2. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






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






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






5. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






7. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






8. Belief that one culture is superior to another.






9. Laws that prevent discrimination in the workplace.






10. Pay is the same each pay period regardless of hours worked.






11. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






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






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






14. 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.






15. Reward given for desired behavior.






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






17. 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.






18. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






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






20. Encourages teamwork and knowledge transfer among employees.






21. Guarantee of benefits - especially in pension plans.






22. Voluntary or involuntary reductions in labor.






23. Teaching long-term skills.






24. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






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






26. 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.






27. 1994. Jobs are protected for those that go on short military service.






28. A decision based on total impartiality.






29. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






30. Measures the frequency of observed behavior.






31. Removal of something unpleasant for desire behavior.






32. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






33. 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.






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






35. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






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






37. A pay attached to acquiring new knowledge or skills.






38. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






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






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






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






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






43. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






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






45. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






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






47. Power based on individual expertise.






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






49. Purposeful discrimination.






50. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.