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






2. Encourages teamwork and knowledge transfer among employees.






3. Leadership based on the control that management has over punishing subordinates.






4. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






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






6. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






7. 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






8. A pension plan in which both employer and employee fund pensions.






9. 1931. Required federal contracts for construction to specify minimum wage for workers.






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






11. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






12. Idea that all cultures are inherently equal.






13. Understanding the duties of the job.






14. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






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






16. 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.






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






18. Statement authorizing union to act as their representative.






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






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






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






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






23. A neutral third party that will make the binding decision between both parties.






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






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






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






27. 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.






28. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






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






30. An uncomfortable environment that interferes with job performance.






31. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






32. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






33. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






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






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






36. Requires the rater to choose from statements that best describe the employee's output.






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






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






39. 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.






40. 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.






41. Pay according to the number of units produced.






42. 1914. No forbidding the existence of a union.






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






44. Improvement of job efficiency by simplifying it.






45. The matching of people with future vacancies.






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






47. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






48. 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.






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






50. Power based on individual expertise.







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