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






2. Teaching long-term skills.






3. A decision based on total impartiality.






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






5. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






6. Identification of future candidates for future anticipated vacancies.






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






8. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






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






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






11. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






12. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






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






14. 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.






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






16. 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.






17. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






18. Various software programs that write job description and specifications based on job analysis.






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






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






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






22. 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.






23. An uncomfortable environment that interferes with job performance.






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






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






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






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






28. 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.






29. 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.






30. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






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






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






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






34. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






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






36. An appraisal error based on biases of how the information is selected - evaluated - or organized.






37. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






38. 1994. Jobs are protected for those that go on short military service.






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






40. A decision that considers humanity's fundamental rights.






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






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






43. The matching of people with future vacancies.






44. Union must represent union and nonunion members equally.






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






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






47. Groups of employees who meet to resolve problems and improve the organization.






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






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






50. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;