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






2. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






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






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






5. Reporting criminal activity to the government.






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






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






8. 1994. Jobs are protected for those that go on short military service.






9. Understanding the duties of the job.






10. Compensation useful in advancing organizational goals.






11. Teaching long-term skills.






12. An early retirement incentive in a form of a cash bonus or increased pension.






13. An appraisal distributional error where the rater is reluctant to give high or low marks.






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






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






16. 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.






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






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






19. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






20. 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.






21. 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.






22. A group of 6-12 that meet regularly to discuss organizational issues.






23. 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.






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






25. Accommodation of several cultures.






26. Groups of jobs within a class that are paid the same. Used by the federal government.






27. Identification of future candidates for future anticipated vacancies.






28. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






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






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






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






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






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






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






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






36. Home country nationals that are employees who live and work in a different country than their own.






37. Leadership based on the control that management has over punishing subordinates.






38. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






39. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






40. 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.






41. Developed in response to a majority dominating the workforce.






42. Not reporting to work.






43. Giving something unpleasant for an undesired behavior.






44. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






45. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






46. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






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






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






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