Test your basic knowledge |

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






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






3. A personal disorientation when experiencing an unfamiliar way of life.






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






5. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






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






7. Guarantee of benefits - especially in pension plans.






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






9. Various software programs that write job description and specifications based on job analysis.






10. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






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






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






13. Accommodation of several cultures.






14. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






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






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






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






18. Withdrawal of a reward.






19. 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.






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






21. A decision based on total impartiality.






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






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






24. An interview that places the applicant in a simulated high stress setting to interview the candidate.






25. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






26. Minorities in the workplace.






27. 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.






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






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






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






31. Measures what a person is capable of learning.






32. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






33. Harmful stress that accompanies a feeling of insecurity.






34. 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.






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






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






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






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






39. Listening to understand without judgment.






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






41. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






42. Hands-off approach over all decision-making without any further involvement unless asked to participate.






43. 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.






44. Encourages teamwork and knowledge transfer among employees.






45. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






46. A decision that considers humanity's fundamental rights.






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






48. A pension plan in which both employer and employee fund pensions.






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






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