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






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






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






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






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






6. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






7. Includes hourly wages - salaries - and bonuses.






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






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






10. Union must represent union and nonunion members equally.






11. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






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






13. Belief that one culture is superior to another.






14. Encourages teamwork and knowledge transfer among employees.






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






16. A decision based on total impartiality.






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






18. Groups of employees who meet to resolve problems and improve the organization.






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






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






21. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






22. Reward given for desired behavior.






23. Rewards according to random times. Results in moderately high and stable performance.






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






25. Reporting criminal activity to the government.






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






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






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






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






30. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






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






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






33. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






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






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






36. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






37. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






38. 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)






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






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






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






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






43. Laws that prevent discrimination in the workplace.






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






45. The ability to influence people to achieve goals for the organization.






46. An organization that has generated a list of recommendation for executing an effective diversity initiative.






47. Measures the frequency of observed behavior.






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






49. 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.






50. 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.