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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. Test that measure what a person can do right now.






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






3. 1972. Extended Civil Rights Title VII to government workers.






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






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






6. Consists of vertical scales for each dimension of employee's performance.






7. Accommodation of several cultures.






8. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






9. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th






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






11. 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.






12. Various software programs that write job description and specifications based on job analysis.






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






14. Union must represent union and nonunion members equally.






15. 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)






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






17. Guarantee of benefits - especially in pension plans.






18. 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






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






20. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






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






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






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






24. 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.






25. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






27. Includes the social environment of the workplace and informal work groups.






28. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






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






30. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






31. Listening to understand without judgment.






32. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






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






34. Understanding the duties of the job.






35. Removal of something unpleasant for desire behavior.






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






37. 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.






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






39. Laws that prevent discrimination in the workplace.






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






41. How an employee perceives his compensation relative to others within the organization.






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






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






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






45. Basic individual beliefs about right and wrong.






46. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






47. An uncomfortable environment that interferes with job performance.






48. 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.






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






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






Can you answer 50 questions in 15 minutes?



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