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. The degree in which an individual believes they have control of their fate.






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






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






4. Listening to understand without judgment.






5. 1972. Extended Civil Rights Title VII to government workers.






6. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






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






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






9. Withdrawal of a reward.






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






11. 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.






12. A decision based on total impartiality.






13. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






14. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






15. 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.






16. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






17. An uncomfortable environment that interferes with job performance.






18. 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.






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






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






21. 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.






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






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






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






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






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






27. Teaching long-term skills.






28. A code of moral principles and values that govern organizational behavior.






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






30. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






31. The process of screening - interviewing - and hiring individuals.






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






33. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






35. Belief that things happen due to their own responsibility.






36. Guarantee of benefits - especially in pension plans.






37. 1931. Required federal contracts for construction to specify minimum wage for workers.






38. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






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






40. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






41. A pension plan in which only the employer funds pensions.






42. A resignation suggested by the employer to the employee.






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






44. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.






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






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






47. A pay attached to acquiring new knowledge or skills.






48. Unpaid union official that represents the employees when dealing with management.






49. Breeds mistrust in the workplace; fairly excepted practice in private industry.






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