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






2. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






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






4. 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)






5. A problem in evaluation due to being compared to someone previously evaluated.






6. Team formed to solve a major organizational issue.






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






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






9. Includes hourly wages - salaries - and bonuses.






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






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






12. 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.






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






14. Traditional approach to appraisal - a review by management one level higher.






15. A decision based on existing norms.






16. Group specifically to provide a new product or service.






17. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






18. Different types of employee complaint resolution procedures.






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






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






21. The knowledge - skills - and abilities required for the job.






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






23. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






25. Voluntary or involuntary reductions in labor.






26. Reporting criminal activity to the government.






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






28. 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.






29. Two part-time employees share one full time position.






30. 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.






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






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






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






34. Documents that contain the main information about hazardous material.






35. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






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






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






38. An uncomfortable environment that interferes with job performance.






39. Threat of power in order to convince someone to engage in sexual activity.






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






41. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






42. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






43. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






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






45. An organization that has generated a list of recommendation for executing an effective diversity initiative.






46. Hiring through searching and evaluating internal job postings and existing employee files.






47. Sexual harassment that uses rewards; potential for criminal prosecution.






48. An organization that is participatory in problem solving - improving - and increasing capabilities.






49. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






50. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.