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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. 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.






2. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






3. An appraisal error involving groups of ratings given to employees.






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






5. Rates performance of employee achievement of goals set by manager and the employee.






6. 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.






7. Guarantee of benefits - especially in pension plans.






8. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






10. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






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






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






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






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






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






16. Harassment based on employment decisions; an economic or position consequence for noncompliance.






17. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






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






20. 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.






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






22. 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.






23. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






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






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






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






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






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






29. Pay by the hour.






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






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






32. 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.






33. A process to make the job more complex to improve the level of boredom of an oversimplified job.






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






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






36. Idea that all cultures are inherently equal.






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






38. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






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






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






41. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






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






43. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






44. 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.






45. Basic individual beliefs about right and wrong.






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






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






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






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






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