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. 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.






2. 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.






3. Different types of employee complaint resolution procedures.






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






5. Reward given for desired behavior.






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






7. 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)






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






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






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






11. A decision based on the long-term interests of an individual.






12. Basic individual beliefs about right and wrong.






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






14. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






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






16. 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.






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






18. A process to make the job more complex to improve the level of boredom of an oversimplified job.






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






20. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






21. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






22. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






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






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






25. 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.






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






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






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






29. An uncomfortable environment that interferes with job performance.






30. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






32. 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.






33. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






34. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






35. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






36. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






37. Identification of future candidates for future anticipated vacancies.






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






39. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






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






42. Leadership based on the control that management has over punishing subordinates.






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






44. A use of motivators to increase satisfaction.






45. Employment at home while communicating with the workplace by phone or fax or modem






46. Measures what a person is capable of learning.






47. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






48. Improvement of job efficiency by simplifying it.






49. Pay according to the number of units produced.






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