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






2. A pay attached to acquiring new knowledge or skills.






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






4. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






5. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






6. Causes loss of productivity - frustration - or depression.






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






8. Compensation useful in advancing organizational goals.






9. 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.






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






11. 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






12. 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.






13. Power based on individual expertise.






14. Rating based on having certain characteristics.






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






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






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






18. 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.






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






20. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






21. The rater checks statements on a list that he believes are characteristic of the employee.






22. Flexible working hours that allow workers to choose start and end times.






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






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






25. Systems that provide data for Human Resource control and decision making.






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






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






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






29. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






30. Rating based on comparison than a standard.






31. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






32. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






33. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






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






35. Long-term(5 years +) planning reserved for the highest levels of management.






36. Voluntary or involuntary reductions in labor.






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






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






39. 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.






40. Basic individual beliefs about right and wrong.






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






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






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






44. 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.






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






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






47. Identification of future candidates for future anticipated vacancies.






48. Reporting criminal activity to the government.






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






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