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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 method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






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






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






4. Group assigned with improving quality.






5. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






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






8. Systems that provide data for Human Resource control and decision making.






9. Withdrawal of a reward.






10. Includes hourly wages - salaries - and bonuses.






11. Binding document with terms or conditions or rules.






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






13. 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.






14. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






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






16. Union must represent union and nonunion members equally.






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






18. A use of motivators to increase satisfaction.






19. Rating based on comparison than a standard.






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






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






22. Compensation system that equals American money to foreign money on terms of purchasing power.






23. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






24. Not reporting to work.






25. Advancing to the next level in the minimum time required in the current position.






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






27. 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.






28. Accommodation of several cultures.






29. Different types of employee complaint resolution procedures.






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






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






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






33. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






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






36. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






37. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






38. 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.






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






40. 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






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






42. When every desired behavior is reinforced; effective when the behavior is new.






43. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






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






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






46. A pension plan in which only the employer funds pensions.






47. 1931. Required federal contracts for construction to specify minimum wage for workers.






48. Evidence suggesting selection precludes members from protected classes.






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






50. Teaching long-term skills.