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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 oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






2. Two part-time employees share one full time position.






3. Belief that things happen due to luck or chance.






4. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






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






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






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






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






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






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






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






12. 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.






13. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






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






15. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






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






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






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






19. Guarantee of benefits - especially in pension plans.






20. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






21. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






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






23. 1972. Extended Civil Rights Title VII to government workers.






24. The idea that people with authority are subject to reporting to superiors.






25. An extremely hard goal - but not impossible to reach.






26. Different types of employee complaint resolution procedures.






27. A decision that considers humanity's fundamental rights.






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






29. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






30. Compensation useful in advancing organizational goals.






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






32. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






33. Reporting criminal activity to the government.






34. Statement authorizing union to act as their representative.






35. 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.






36. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






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






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






39. 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.






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






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






42. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






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






44. Not reporting to work.






45. Giving something unpleasant for an undesired behavior.






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






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






48. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






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






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