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






2. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






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






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






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






6. Payment rates above the pay range.






7. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






8. An uncomfortable environment that interferes with job performance.






9. Voluntary or involuntary reductions in labor.






10. Understanding the duties of the job.






11. A decision based on total impartiality.






12. Basic individual beliefs about right and wrong.






13. Reporting criminal activity to the government.






14. Compensation useful in advancing organizational goals.






15. Causes loss of productivity - frustration - or depression.






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






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






18. Removal of something unpleasant for desire behavior.






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






20. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






21. How an employee perceives his compensation relative to others within the organization.






22. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






24. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






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






26. Includes the social environment of the workplace and informal work groups.






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






28. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






29. 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






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






31. The matching of people with future vacancies.






32. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






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






34. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






36. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






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






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






39. Binding document with terms or conditions or rules.






40. 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.






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






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






43. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






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






45. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






46. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






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






49. 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.






50. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.