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. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.






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






3. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






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






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






6. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






7. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






8. 1972. Extended Civil Rights Title VII to government workers.






9. 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






10. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






11. Identification of future candidates for future anticipated vacancies.






12. Training designed to make people recognize and address their own prejudices.






13. Basic individual beliefs about right and wrong.






14. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






16. Consists of vertical scales for each dimension of employee's performance.






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






18. 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)






19. Understanding the duties of the job.






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






21. 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.






22. Measures the frequency of observed behavior.






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






24. Power based on individual expertise.






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






26. Binding document with terms or conditions or rules.






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






28. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






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






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






31. 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.






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






33. Rewards according to a specific time interval. Results in average and irregular performance.






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






35. 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).






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






37. 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.






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






39. Improvement of job efficiency by simplifying it.






40. 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.






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






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






43. Means that people employed in an organization represent different cultural groups and human qualities.






44. 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.






45. Helps manager translate measurement framework from strategic to operational goals.






46. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






47. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






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






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






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