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. 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.






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






3. Encourages teamwork and knowledge transfer among employees.






4. Rating based on having certain characteristics.






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






6. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






7. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






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






9. Improvement of job efficiency by simplifying it.






10. Group assigned with improving quality.






11. 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.






12. Measures the frequency of observed behavior.






13. Pay by the hour.






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






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






16. The ability to influence people to achieve goals for the organization.






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






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






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






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






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






22. Teaching long-term skills.






23. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






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






25. Sexual remarks or actions not targeted at a specific individual.






26. 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.






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






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






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






30. A use of motivators to increase satisfaction.






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






32. A report companies with 100 or more employees must fill out annually to determine workforce composition.






33. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






34. Belief that one culture is superior to another.






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






36. Statement authorizing union to act as their representative.






37. The matching of people with future vacancies.






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






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






40. 1994. Jobs are protected for those that go on short military service.






41. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






42. A group with mix of specialists that are assigned rather than voluntary membership.






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






44. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






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






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






47. 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.






48. 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.






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






50. Idea that all cultures are inherently equal.