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






2. Team formed to solve a major organizational issue.






3. Voluntary or involuntary reductions in labor.






4. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






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






6. Measures what a person is capable of learning.






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






8. Requires the rater to choose from statements that best describe the employee's output.






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






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






11. Rating based on comparison than a standard.






12. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






13. Pay according to the number of units produced.






14. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






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






16. Harmful stress that accompanies a feeling of insecurity.






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






18. 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).






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






20. Method that determines the relative worth of jobs.






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






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






23. Group assigned with improving quality.






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






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






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






27. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






28. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






29. 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.






30. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






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






32. Positive stress that makes some strive to accomplish something.






33. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






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






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






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






37. 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.






38. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






39. 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.






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






41. Identification of future candidates for future anticipated vacancies.






42. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






43. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






44. Understanding the duties of the job.






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






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






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






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






49. A report companies with 100 or more employees must fill out annually to determine workforce composition.






50. 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.