Test your basic knowledge |

DSST Human Resource Management

Subjects : dsst, business-skills
  • 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. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.

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

3. 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.

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

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

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

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

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

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

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

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

12. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.

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

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

15. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.

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

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

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

19. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.

20. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.

21. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.

22. Sexual remarks or actions not targeted at a specific individual.

23. Idea that all cultures are inherently equal.

24. 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

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

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

27. 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.

28. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.

29. A decision based on existing norms.

30. An early retirement incentive in a form of a cash bonus or increased pension.

31. Voluntary or involuntary reductions in labor.

32. Reporting criminal activity to the government.

33. Belief that things happen due to their own responsibility.

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

35. Rating based on having certain characteristics.

36. 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.

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

38. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.

39. A report companies with 100 or more employees must fill out annually to determine workforce composition.

40. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.

41. A problem in evaluation due to being compared to someone previously evaluated.

42. Laws that prevent discrimination in the workplace.

43. Statement authorizing union to act as their representative.

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

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

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

47. 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.

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

49. Harmful stress that accompanies a feeling of insecurity.

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