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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. Theory Z people - those that have reached the self-actualization phase.






2. Power based on individual expertise.






3. 1914. No forbidding the existence of a union.






4. Harassment based on employment decisions; an economic or position consequence for noncompliance.






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






6. 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.






7. Rewards according to a specific time interval. Results in average and irregular performance.






8. Leadership based on the control that management has over rewarding subordinates.






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






10. A resignation in which an employee chooses to resign without provocation from the employer.






11. Payment rates above the pay range.






12. Removal of something unpleasant for desire behavior.






13. 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.






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






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






16. Traditional approach to appraisal - a review by management one level higher.






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






18. Positive stress that makes some strive to accomplish something.






19. Compensation useful in advancing organizational goals.






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






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






22. 1972. Extended Civil Rights Title VII to government workers.






23. Measures the frequency of observed behavior.






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






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






26. Different types of employee complaint resolution procedures.






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






28. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






29. Helps manager translate measurement framework from strategic to operational goals.






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






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






32. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






34. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






35. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.






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






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






38. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






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






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






41. An uncomfortable environment that interferes with job performance.






42. Services provided for workers to deal with problems that interfere with how they do their jobs.






43. 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)






44. Rating based on comparison than a standard.






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






46. 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.






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






48. Harmful stress that accompanies a feeling of insecurity.






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






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






Can you answer 50 questions in 15 minutes?



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