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






2. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






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






4. Includes hourly wages - salaries - and bonuses.






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






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






7. An uncomfortable environment that interferes with job performance.






8. Listening to understand without judgment.






9. Power based on individual expertise.






10. 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.






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






12. 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.






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






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






15. Team formed to solve a major organizational issue.






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






17. Evidence suggesting selection precludes members from protected classes.






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






19. 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)






20. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






21. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






22. Different types of employee complaint resolution procedures.






23. 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.






24. 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.






25. A decision based on existing norms.






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






27. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






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






29. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






30. Payment rates above the pay range.






31. Teaching long-term skills.






32. A personal disorientation when experiencing an unfamiliar way of life.






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






34. Purposeful discrimination.






35. Reporting criminal activity to the government.






36. Understanding the duties of the job.






37. Union must represent union and nonunion members equally.






38. Laws that prevent discrimination in the workplace.






39. Test that measure what a person can do right now.






40. Idea that all cultures are inherently equal.






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






42. Rewards according to a random number of behaviors. Results in very high performance.






43. Employees that are not from the home or host country.






44. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






45. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






46. Involves determining the type and number of individuals needed to get the job done.






47. Services provided for workers to deal with problems that interfere with how they do their jobs.






48. Belief that things happen due to luck or chance.






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






50. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.