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






2. Payment rates above the pay range.






3. Accommodation of several cultures.






4. Pay by the hour.






5. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






6. Advancing to the next level in the minimum time required in the current position.






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






8. 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.






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






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






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






12. Voluntary or involuntary reductions in labor.






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






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






15. Reward given for desired behavior.






16. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






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






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






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






20. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






21. 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.






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






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






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






25. Includes hourly wages - salaries - and bonuses.






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






27. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






28. Rates performance of employee achievement of goals set by manager and the employee.






29. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






30. Basic individual beliefs about right and wrong.






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






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






33. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.






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






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






36. Identification of future candidates for future anticipated vacancies.






37. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






38. Purposeful discrimination.






39. Documents that contain the main information about hazardous material.






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






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






42. Union must represent union and nonunion members equally.






43. Giving something unpleasant for an undesired behavior.






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






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






46. 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.






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






48. Reporting criminal activity to the government.






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






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