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






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






3. Guarantee of benefits - especially in pension plans.






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






5. Identification of future candidates for future anticipated vacancies.






6. 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.






7. Compensation system that equals American money to foreign money on terms of purchasing power.






8. Employees that are not from the home or host country.






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






10. Reporting criminal activity to the government.






11. Compensation tied to a reward for effort and performance.






12. The act of returning to the country of origin after an international assignement.






13. 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.






14. Belief that one culture is superior to another.






15. The on-the-job method of development for new employees. May be formal or informal.






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






17. 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.






18. Accommodation of several cultures.






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






20. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.






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






22. Compensation useful in advancing organizational goals.






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






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






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






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






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






28. Minorities in the workplace.






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






30. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






31. An organization that is participatory in problem solving - improving - and increasing capabilities.






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






33. Helps manager translate measurement framework from strategic to operational goals.






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






35. Requires the rater to choose from statements that best describe the employee's output.






36. Belief that things happen due to their own responsibility.






37. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






38. A group of 6-12 that meet regularly to discuss organizational issues.






39. Developed in response to a majority dominating the workforce.






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






41. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






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






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






44. 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






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






46. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






48. Training designed to make people recognize and address their own prejudices.






49. 1972. Extended Civil Rights Title VII to government workers.






50. Improvement of job efficiency by simplifying it.