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DSST Human Resource Management

Subjects : dsst, business-skills
  • Answer 50 questions in 15 minutes.
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  • Match each statement with the correct term.
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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. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.

2. Rating based on having certain characteristics.

3. 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.

4. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.

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

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

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

8. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.

9. 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)

10. 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.

11. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M

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

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

14. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.

15. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;

16. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.

17. Leadership based on the control that management has over rewarding subordinates.

18. 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.

19. 1978. No discrimination based on pregnancy - childbirth - and related conditions.

20. 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.

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

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

23. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.

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

25. A use of motivators to increase satisfaction.

26. 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.

27. Groups of jobs within a class that are paid the same. Used by the federal government.

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

29. A code of moral principles and values that govern organizational behavior.

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

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

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

33. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.

34. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.

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

36. A decision that considers humanity's fundamental rights.

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

38. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.

39. Union must represent union and nonunion members equally.

40. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.

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

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

43. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.

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

45. An integrated knowledge within an organization that sets it out from the competition.

46. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.

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

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

49. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.

50. 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.