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






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






3. The matching of people with future vacancies.






4. Includes the social environment of the workplace and informal work groups.






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






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






7. 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.






8. Accommodation of several cultures.






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






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






11. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






12. Reward given for desired behavior.






13. Groups of employees who meet to resolve problems and improve the organization.






14. Pay by the hour.






15. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






16. A group of 6-12 that meet regularly to discuss organizational issues.






17. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






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






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






20. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






21. 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.






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






23. Removal of something unpleasant for desire behavior.






24. 1931. Required federal contracts for construction to specify minimum wage for workers.






25. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






26. Group assigned with improving quality.






27. Belief that one culture is superior to another.






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






29. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






30. Not reporting to work.






31. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






32. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






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






34. 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






35. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






36. The rater checks statements on a list that he believes are characteristic of the employee.






37. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






38. Involves determining the type and number of individuals needed to get the job done.






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






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






41. Measures the frequency of observed behavior.






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






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






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






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






46. Hiring through searching and evaluating internal job postings and existing employee files.






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






48. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






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






50. How an employee perceives his compensation relative to others within the organization.