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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 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.






2. 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.






3. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






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






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






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






7. Voluntary or involuntary reductions in labor.






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






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






10. Highly trained workers that are a group that perform interdependent tasks.






11. An uncomfortable environment that interferes with job performance.






12. A pension plan in which the amount is specific.






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 group of 6-12 that meet regularly to discuss organizational issues.






15. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






16. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






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






18. 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.






19. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






20. Understanding the duties of the job.






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






22. Idea that all cultures are inherently equal.






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






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






25. Guarantee of benefits - especially in pension plans.






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






27. 1994. Jobs are protected for those that go on short military service.






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






29. 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.






30. 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.






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






32. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






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






34. The on-the-job method of development for new employees. May be formal or informal.






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






36. Giving something unpleasant for an undesired behavior.






37. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th






38. Hands-off approach over all decision-making without any further involvement unless asked to participate.






39. A decision based on the long-term interests of an individual.






40. Measures what a person is capable of learning.






41. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






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






43. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






44. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






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






46. Employment at home while communicating with the workplace by phone or fax or modem






47. 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.






48. Encourages teamwork and knowledge transfer among employees.






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






50. Rewards according to random times. Results in moderately high and stable performance.