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. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






2. Compensation tied to a reward for effort and performance.






3. Statement authorizing union to act as their representative.






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






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






6. 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.






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






8. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






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






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






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






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






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






14. Minorities in the workplace.






15. Basic individual beliefs about right and wrong.






16. A pension plan in which both employer and employee fund pensions.






17. An organization that has generated a list of recommendation for executing an effective diversity initiative.






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






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






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






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






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






23. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






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






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






26. 1972. Extended Civil Rights Title VII to government workers.






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






28. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






29. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






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






31. Employment at home while communicating with the workplace by phone or fax or modem






32. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






34. 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.






35. A neutral third party that will make the binding decision between both parties.






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






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






38. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






40. 1994. Jobs are protected for those that go on short military service.






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






42. Encourages teamwork and knowledge transfer among employees.






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






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






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






46. Group assigned with improving quality.






47. A resignation in which an employee chooses to resign without provocation from the employer.






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






49. 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






50. A process to make the job more complex to improve the level of boredom of an oversimplified job.