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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. Pay by the hour.






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






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






4. Threat of power in order to convince someone to engage in sexual activity.






5. Group specifically to provide a new product or service.






6. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






7. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






8. Listening to understand without judgment.






9. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






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






11. 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).






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






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






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






15. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






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






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






18. Minorities in the workplace.






19. 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.






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






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






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






23. 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.






24. A pay attached to acquiring new knowledge or skills.






25. 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.






26. Basic individual beliefs about right and wrong.






27. 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)






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






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






30. Includes hourly wages - salaries - and bonuses.






31. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






32. 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.






33. Leadership dependent upon one's position within the company.






34. 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.






35. Purposeful discrimination.






36. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






37. 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.






38. Test that measure what a person can do right now.






39. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






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






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






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






43. Encourages teamwork and knowledge transfer among employees.






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






45. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






46. Accommodation of several cultures.






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






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






49. Reporting criminal activity to the government.






50. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.