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. A pension plan in which only the employer funds pensions.






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






3. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






4. Different types of employee complaint resolution procedures.






5. Purposeful discrimination.






6. The combination of various appraisal systems to give the manager and employee the best view into the performance.






7. Withdrawal of a reward.






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






9. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






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






11. Removal of something unpleasant for desire behavior.






12. Power based on individual expertise.






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






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






15. 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.






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






17. 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)






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






19. Pay by the hour.






20. 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.






21. Home country nationals that are employees who live and work in a different country than their own.






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






24. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






25. Team formed to solve a major organizational issue.






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






27. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






28. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






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






30. 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.






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






32. A code of moral principles and values that govern organizational behavior.






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






34. Voluntary or involuntary reductions in labor.






35. 1931. Required federal contracts for construction to specify minimum wage for workers.






36. Statement authorizing union to act as their representative.






37. Understanding the duties of the job.






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






39. The matching of people with future vacancies.






40. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






41. Payment rates above the pay range.






42. Minorities in the workplace.






43. Rewards according to a specific time interval. Results in average and irregular performance.






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






45. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






46. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






47. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






49. 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.






50. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.