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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. Belief that things happen due to luck or chance.






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






3. A pension plan in which the amount is specific.






4. Rating based on comparison than a standard.






5. Pay according to the number of units produced.






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






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






8. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






9. Purposeful discrimination.






10. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






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






12. 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.






13. 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.






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






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






16. A code of moral principles and values that govern organizational behavior.






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






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






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






20. Services provided for workers to deal with problems that interfere with how they do their jobs.






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






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






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






24. Employment at home while communicating with the workplace by phone or fax or modem






25. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






26. Improvement of job efficiency by simplifying it.






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






28. Reporting criminal activity to the government.






29. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






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






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






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






33. Rates performance of employee achievement of goals set by manager and the employee.






34. Identification of future candidates for future anticipated vacancies.






35. Documents that contain the main information about hazardous material.






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






37. 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.






38. Statement authorizing union to act as their representative.






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






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






41. Teaching long-term skills.






42. Groups of employees who meet to resolve problems and improve the organization.






43. Withdrawal of a reward.






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






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






46. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






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






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






50. A use of motivators to increase satisfaction.