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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. Payment rates above the pay range.






2. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






3. The rater checks statements on a list that he believes are characteristic of the employee.






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






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






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






7. 1972. Extended Civil Rights Title VII to government workers.






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






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






10. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






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






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






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






14. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






15. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






16. Teaching long-term skills.






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






18. 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






19. A process to make the job more complex to improve the level of boredom of an oversimplified job.






20. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






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






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






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






24. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






25. Improvement of job efficiency by simplifying it.






26. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






27. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th






28. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






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






30. The curve in the scattergram that identifies the worth of jobs and wages.






31. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






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






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






34. Basic individual beliefs about right and wrong.






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






36. Positive stress that makes some strive to accomplish something.






37. A decision based on existing norms.






38. Removal of something unpleasant for desire behavior.






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






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






41. 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.






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






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






44. 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.






45. Performance appraisal that seeks evaluation from internal and external customers.






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






47. 1994. Jobs are protected for those that go on short military service.






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






49. The matching of people with future vacancies.






50. Measures the frequency of observed behavior.