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






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






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






4. 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.






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






6. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






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






8. Belief that one culture is superior to another.






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






10. 1931. Required federal contracts for construction to specify minimum wage for workers.






11. A personal disorientation when experiencing an unfamiliar way of life.






12. Payment rates above the pay range.






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






14. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






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






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






17. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






18. Voluntary or involuntary reductions in labor.






19. Different types of employee complaint resolution procedures.






20. 1972. Extended Civil Rights Title VII to government workers.






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






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






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






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






25. 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.






26. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






27. 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.






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






29. Identification of future candidates for future anticipated vacancies.






30. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






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






32. 1994. Jobs are protected for those that go on short military service.






33. Idea that all cultures are inherently equal.






34. 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.






35. 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.






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






37. Improvement of job efficiency by simplifying it.






38. A neutral third party that will make the binding decision between both parties.






39. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






40. A decision based on existing norms.






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






42. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






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






44. Rewards according to a random number of behaviors. Results in very high performance.






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






46. Union must represent union and nonunion members equally.






47. 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.






48. 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.






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






50. The idea that people with authority are subject to reporting to superiors.