Test your basic knowledge |

DSST Human Resource Management

Subjects : dsst, business-skills
  • 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. A decision based on existing norms.

2. Listening to understand without judgment.

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

4. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..

5. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.

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

7. Hiring through searching and evaluating internal job postings and existing employee files.

8. Highly trained workers that are a group that perform interdependent tasks.

9. Union must represent union and nonunion members equally.

10. 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.

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

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

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

14. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.

15. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.

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

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

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

19. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.

20. Long-term(5 years +) planning reserved for the highest levels of management.

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

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

23. Removal of something unpleasant for desire behavior.

24. Theory Z people - those that have reached the self-actualization phase.

25. Includes the social environment of the workplace and informal work groups.

26. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.

27. Basic individual beliefs about right and wrong.

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

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

30. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.

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

32. Performance appraisal that seeks evaluation from internal and external customers.

33. 1972. Extended Civil Rights Title VII to government workers.

34. Group assigned with improving quality.

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

36. The on-the-job method of development for new employees. May be formal or informal.

37. The idea that people with authority are subject to reporting to superiors.

38. Measures what a person is capable of learning.

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

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

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

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

43. Evidence suggesting selection precludes members from protected classes.

44. A group with mix of specialists that are assigned rather than voluntary membership.

45. Payment rates above the pay range.

46. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.

47. Guarantee of benefits - especially in pension plans.

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

49. 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.

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