Test your basic knowledge |

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






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






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






4. A report companies with 100 or more employees must fill out annually to determine workforce composition.






5. Employees that are not from the home or host country.






6. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.






7. 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.






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






9. Harmful stress that accompanies a feeling of insecurity.






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






11. 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






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






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






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






15. Evidence suggesting selection precludes members from protected classes.






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






17. A use of motivators to increase satisfaction.






18. Insurance that pays for nursing homes and medical-related costs to old age and illness.






19. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






21. Listening to understand without judgment.






22. Measures the frequency of observed behavior.






23. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






24. Rating based on comparison than a standard.






25. 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.






26. A resignation suggested by the employer to the employee.






27. Involves determining the type and number of individuals needed to get the job done.






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






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






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






31. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






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






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






34. Union must represent union and nonunion members equally.






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






36. Identification of future candidates for future anticipated vacancies.






37. Pay by the hour.






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






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






40. A decision based on total impartiality.






41. Groups of jobs within a class that are paid the same. Used by the federal government.






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






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






44. Reward given for desired behavior.






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






46. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






47. 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.






48. 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)






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






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