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






2. 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.






3. The act of returning to the country of origin after an international assignement.






4. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






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






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






7. Power based on individual expertise.






8. Teaching long-term skills.






9. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






10. 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.






11. 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.






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






13. 1972. Extended Civil Rights Title VII to government workers.






14. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






16. 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.






17. 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.






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






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






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






21. Reporting criminal activity to the government.






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






23. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






24. Pay by the hour.






25. 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.






26. 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.






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






28. Rewards after a specific number of desired behaviors. Results in high or stable performance.






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






30. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






31. A decision based on total impartiality.






32. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






34. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






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






36. The on-the-job method of development for new employees. May be formal or informal.






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






38. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






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






40. Giving something unpleasant for an undesired behavior.






41. Listening to understand without judgment.






42. A code of moral principles and values that govern organizational behavior.






43. Belief that one culture is superior to another.






44. Compensation useful in advancing organizational goals.






45. 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.






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






47. Idea that all cultures are inherently equal.






48. Different types of employee complaint resolution procedures.






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






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







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Can you answer 50 questions in 15 minutes?


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