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. Pay is the same each pay period regardless of hours worked.






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






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






4. Documents that contain the main information about hazardous material.






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






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






7. Voluntary or involuntary reductions in labor.






8. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






9. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






11. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






12. Hands-off approach over all decision-making without any further involvement unless asked to participate.






13. Employment at home while communicating with the workplace by phone or fax or modem






14. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






15. A decision based on total impartiality.






16. The degree in which an individual believes they have control of their fate.






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






18. A pension plan in which the amount is specific.






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






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






21. Team formed to solve a major organizational issue.






22. Teaching long-term skills.






23. 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.






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






25. Advancing to the next level in the minimum time required in the current position.






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






27. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






28. An early retirement incentive in a form of a cash bonus or increased pension.






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






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






31. 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.






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






33. 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.






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






35. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






36. Evidence suggesting selection precludes members from protected classes.






37. Rewards after a specific number of desired behaviors. Results in high or stable performance.






38. Removal of something unpleasant for desire behavior.






39. 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)






40. 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.






41. Leadership dependent upon one's position within the company.






42. 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






43. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






44. 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.






45. 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.






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






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






48. Rating based on having certain characteristics.






49. Measures what a person is capable of learning.






50. Includes hourly wages - salaries - and bonuses.