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. Belief that one culture is superior to another.






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






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






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






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






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






7. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






8. Insurance that pays for nursing homes and medical-related costs to old age and illness.






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






10. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






11. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






12. A use of motivators to increase satisfaction.






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






14. 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.






15. 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.






16. Breeds mistrust in the workplace; fairly excepted practice in private industry.






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






18. Belief that things happen due to luck or chance.






19. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






20. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






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






22. 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.






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






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






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






26. A resignation suggested by the employer to the employee.






27. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






28. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






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






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






31. Withdrawal of a reward.






32. The process of screening - interviewing - and hiring individuals.






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






34. 1931. Required federal contracts for construction to specify minimum wage for workers.






35. Involves determining the type and number of individuals needed to get the job done.






36. Reporting criminal activity to the government.






37. Power based on individual expertise.






38. Rates performance of employee achievement of goals set by manager and the employee.






39. 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






40. Harassment based on employment decisions; an economic or position consequence for noncompliance.






41. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






42. Giving something unpleasant for an undesired behavior.






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






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






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






46. A decision based on total impartiality.






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






48. A decision based on the long-term interests of an individual.






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






50. The matching of people with future vacancies.