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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. Measures the frequency of observed behavior.






2. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






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






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






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






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






7. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






10. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






11. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






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






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






14. Compensation tied to a reward for effort and performance.






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






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






17. Includes hourly wages - salaries - and bonuses.






18. An organization that has generated a list of recommendation for executing an effective diversity initiative.






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






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






21. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






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






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






24. Voluntary or involuntary reductions in labor.






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






26. Idea that all cultures are inherently equal.






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






28. Laws that prevent discrimination in the workplace.






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






30. 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.






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






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






33. 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.






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






36. How an employee perceives his compensation relative to others within the organization.






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






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






39. 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.






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






41. Pay by the hour.






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






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






44. 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.






45. Rewards according to random times. Results in moderately high and stable performance.






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






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






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






49. Pay according to the number of units produced.






50. Identification of future candidates for future anticipated vacancies.