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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. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






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






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






4. Rating based on having certain characteristics.






5. 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.






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






7. 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.






8. Means that people employed in an organization represent different cultural groups and human qualities.






9. 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.






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






11. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






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






13. Accommodation of several cultures.






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






15. Pay by the hour.






16. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th






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






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






19. Includes hourly wages - salaries - and bonuses.






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






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






23. A group with mix of specialists that are assigned rather than voluntary membership.






24. Rewards according to random times. Results in moderately high and stable performance.






25. Withdrawal of a reward.






26. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






27. The combination of various appraisal systems to give the manager and employee the best view into the performance.






28. Cost of living that measures the average prices of products and services over time.






29. Measures the frequency of observed behavior.






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






31. Understanding the duties of the job.






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






33. A decision based on existing norms.






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






35. 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.






36. Threat of power in order to convince someone to engage in sexual activity.






37. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






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






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






41. Rating based on comparison than a standard.






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






43. 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.






44. An uncomfortable environment that interferes with job performance.






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






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






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






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






49. Compensation system that equals American money to foreign money on terms of purchasing power.






50. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.