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






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






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






4. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






5. 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.






6. Highly trained workers that are a group that perform interdependent tasks.






7. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






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






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






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






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






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






13. Home country nationals that are employees who live and work in a different country than their own.






14. A problem in evaluation due to being compared to someone previously evaluated.






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






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






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






18. Union must represent union and nonunion members equally.






19. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






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






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






22. Rating based on having certain characteristics.






23. Pay by the hour.






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






25. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






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






27. 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






28. Binding document with terms or conditions or rules.






29. 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.






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






31. 1994. Jobs are protected for those that go on short military service.






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






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






34. Basic individual beliefs about right and wrong.






35. Listening to understand without judgment.






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






37. Not reporting to work.






38. An interview that places the applicant in a simulated high stress setting to interview the candidate.






39. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






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






41. 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.






42. 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.






43. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






44. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






45. Rating based on comparison than a standard.






46. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






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






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






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






50. 1972. Extended Civil Rights Title VII to government workers.