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






2. Idea that all cultures are inherently equal.






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






4. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






5. 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.






6. Removal of something unpleasant for desire behavior.






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






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






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






10. Documents that contain the main information about hazardous material.






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






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






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






14. 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.






15. Teaching long-term skills.






16. Binding document with terms or conditions or rules.






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






18. Compensation useful in advancing organizational goals.






19. Withdrawal of a reward.






20. Method that determines the relative worth of jobs.






21. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






22. An uncomfortable environment that interferes with job performance.






23. Team formed to solve a major organizational issue.






24. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






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






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






28. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






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






30. 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.






31. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






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






33. Hiring through searching and evaluating internal job postings and existing employee files.






34. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.






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. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






37. Includes the social environment of the workplace and informal work groups.






38. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






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






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






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






42. 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






43. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






45. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






46. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






47. Harmful stress that accompanies a feeling of insecurity.






48. 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.






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






50. Rating based on having certain characteristics.