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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. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






2. Measures the frequency of observed behavior.






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






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






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






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






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






8. Breeds mistrust in the workplace; fairly excepted practice in private industry.






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






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






11. 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.






12. A personal disorientation when experiencing an unfamiliar way of life.






13. Laws that prevent discrimination in the workplace.






14. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






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






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






18. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






19. Two part-time employees share one full time position.






20. 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.






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






22. A decision based on existing norms.






23. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






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






25. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






26. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






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






28. An organization that has generated a list of recommendation for executing an effective diversity initiative.






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






30. Cost of living that measures the average prices of products and services over time.






31. 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.






32. 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)






33. An extremely hard goal - but not impossible to reach.






34. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






37. Encourages teamwork and knowledge transfer among employees.






38. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






39. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






40. Power derived from the degree in which one is admired and people want to emulate them.






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






42. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






43. 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.






44. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






45. 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






46. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






47. The idea that people with authority are subject to reporting to superiors.






48. Teaching long-term skills.






49. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






50. A career path that is hiearchical in nature and consists of interdependent sequential jobs.







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