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. Power based on individual expertise.






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






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






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






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






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






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






8. Rating based on having certain characteristics.






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






10. Minorities in the workplace.






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






12. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






13. 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.






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






15. 1914. No forbidding the existence of a union.






16. Cost of living that measures the average prices of products and services over time.






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






18. A decision based on existing norms.






19. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






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






21. Performance appraisal that seeks evaluation from internal and external customers.






22. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






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






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






25. Highest level of sexual harassment and would result in a punishable act under the law.






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






27. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






28. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






29. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






30. Compensation useful in advancing organizational goals.






31. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






32. 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)






33. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






34. Leadership based on the control that management has over rewarding subordinates.






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






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






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






38. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






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






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






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






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






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






44. Different types of employee complaint resolution procedures.






45. Measures what a person is capable of learning.






46. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






47. A group with mix of specialists that are assigned rather than voluntary membership.






48. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






49. 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.






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