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






2. 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






3. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






4. A decision that considers humanity's fundamental rights.






5. Unpaid union official that represents the employees when dealing with management.






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






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






8. Rating based on having certain characteristics.






9. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






10. Listening to understand without judgment.






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






12. Understanding the duties of the job.






13. Insurance that pays for nursing homes and medical-related costs to old age and illness.






14. The curve in the scattergram that identifies the worth of jobs and wages.






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






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






18. Highest level of sexual harassment and would result in a punishable act under the law.






19. Different types of employee complaint resolution procedures.






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






21. Power derived from the degree in which one is admired and people want to emulate them.






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






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






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






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






26. An appraisal distributional error where the rater is reluctant to give high or low marks.






27. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






28. 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.






29. Rating based on comparison than a standard.






30. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






31. Documents that contain the main information about hazardous material.






32. Reporting criminal activity to the government.






33. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






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






35. The ability to influence people to achieve goals for the organization.






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






37. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






38. Team formed to solve a major organizational issue.






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






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






41. Pay is the same each pay period regardless of hours worked.






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






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






44. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






45. Pay according to the number of units produced.






46. Various software programs that write job description and specifications based on job analysis.






47. Groups of jobs within a class that are paid the same. Used by the federal government.






48. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






49. The degree in which an individual believes they have control of their fate.






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