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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. Method that determines the relative worth of jobs.






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






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






4. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






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






7. Purposeful discrimination.






8. Reporting criminal activity to the government.






9. The rater checks statements on a list that he believes are characteristic of the employee.






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






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






12. 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.






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






14. Flexible working hours that allow workers to choose start and end times.






15. Compensation system that equals American money to foreign money on terms of purchasing power.






16. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






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






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






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






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






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






22. Reward given for desired behavior.






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






24. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






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






26. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






27. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th






28. Causes loss of productivity - frustration - or depression.






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






30. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






31. An uncomfortable environment that interferes with job performance.






32. When every desired behavior is reinforced; effective when the behavior is new.






33. The act of returning to the country of origin after an international assignement.






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






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






36. Rating based on comparison than a standard.






37. Power based on individual expertise.






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






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






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






41. 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.






42. Basic individual beliefs about right and wrong.






43. 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)






44. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






45. Harassment based on employment decisions; an economic or position consequence for noncompliance.






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






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






48. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






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






50. 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.