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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. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






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






3. Not reporting to work.






4. Developed in response to a majority dominating the workforce.






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






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






7. 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.






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






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






10. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






11. 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.






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






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






14. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






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






16. Guarantee of benefits - especially in pension plans.






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






18. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






19. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






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






22. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






23. 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.






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






25. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






26. Union must represent union and nonunion members equally.






27. Method that determines the relative worth of jobs.






28. 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.






29. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






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






31. Systems that provide data for Human Resource control and decision making.






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






33. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






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






35. Evidence suggesting selection precludes members from protected classes.






36. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






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






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






39. 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.






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






41. 1972. Extended Civil Rights Title VII to government workers.






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






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






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






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






46. 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.






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






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






50. Leadership based on the control that management has over punishing subordinates.