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






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






3. Understanding the duties of the job.






4. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






5. A use of motivators to increase satisfaction.






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






7. Different types of employee complaint resolution procedures.






8. Compensation tied to a reward for effort and performance.






9. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






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






11. Encourages teamwork and knowledge transfer among employees.






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






13. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






15. Laws that prevent discrimination in the workplace.






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






17. A pay attached to acquiring new knowledge or skills.






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






19. 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






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






21. 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.






22. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






23. 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.






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






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






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






27. Minorities in the workplace.






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






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






30. 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.






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






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






33. Home country nationals that are employees who live and work in a different country than their own.






34. Improvement of job efficiency by simplifying it.






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






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






37. 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.






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






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






40. Belief that one culture is superior to another.






41. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






42. Harmful stress that accompanies a feeling of insecurity.






43. 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.






44. Measures what a person is capable of learning.






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






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






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






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






49. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






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