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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. 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.






2. Reward given for desired behavior.






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






4. A personal disorientation when experiencing an unfamiliar way of life.






5. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






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






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






8. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






9. Pay by the hour.






10. Idea that all cultures are inherently equal.






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






12. Union must represent union and nonunion members equally.






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






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






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






16. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






17. A decision based on total impartiality.






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






19. 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.






20. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






21. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






22. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






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






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






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






26. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






27. Sexual harassment that uses rewards; potential for criminal prosecution.






28. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






29. Leadership based on the control that management has over rewarding subordinates.






30. An appraisal error involving groups of ratings given to employees.






31. A pension plan in which only the employer funds pensions.






32. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






33. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






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






35. Compensation useful in advancing organizational goals.






36. Insurance that pays for nursing homes and medical-related costs to old age and illness.






37. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






38. 1994. Jobs are protected for those that go on short military service.






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






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






41. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






42. Hands-off approach over all decision-making without any further involvement unless asked to participate.






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






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






45. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






47. Method that determines the relative worth of jobs.






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






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






50. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.