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. Documents that contain the main information about hazardous material.






2. Basic individual beliefs about right and wrong.






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






4. Leadership based on the control that management has over punishing subordinates.






5. Understanding the duties of the job.






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






7. An uncomfortable environment that interferes with job performance.






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






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






10. Union must represent union and nonunion members equally.






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






12. Minorities in the workplace.






13. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






15. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.






16. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






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






18. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






19. Accommodation of several cultures.






20. Highly trained workers that are a group that perform interdependent tasks.






21. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






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






23. Binding document with terms or conditions or rules.






24. A resignation in which an employee chooses to resign without provocation from the employer.






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






26. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






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






28. Includes hourly wages - salaries - and bonuses.






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






30. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






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






32. 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.






33. A neutral third party that will make the binding decision between both parties.






34. Two part-time employees share one full time position.






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






36. 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.






37. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






38. 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.






39. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






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






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






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






43. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






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






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






46. Pay according to the number of units produced.






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






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






49. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






50. Involves determining the type and number of individuals needed to get the job done.