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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. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






2. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






3. Leadership based on the control that management has over rewarding subordinates.






4. Minorities in the workplace.






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






6. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






7. Pay according to the number of units produced.






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






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






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






11. 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.






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






13. Accommodation of several cultures.






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






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






16. 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.






17. An appraisal error based on biases of how the information is selected - evaluated - or organized.






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






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






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






21. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






22. 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.






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






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






25. A decision based on the long-term interests of an individual.






26. Pay by the hour.






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






29. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






31. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






32. Requires the rater to choose from statements that best describe the employee's output.






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






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






35. Power based on individual expertise.






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






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






38. Rewards after a specific number of desired behaviors. Results in high or stable performance.






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






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






41. Basic individual beliefs about right and wrong.






42. An appraisal error involving groups of ratings given to employees.






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






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






45. The knowledge - skills - and abilities required for the job.






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






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






48. 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






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






50. 1994. Jobs are protected for those that go on short military service.