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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. Reporting criminal activity to the government.






2. A pension plan in which both employer and employee fund pensions.






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






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






5. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






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






7. Measures what a person is capable of learning.






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






9. 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






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






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






12. Long-term(5 years +) planning reserved for the highest levels of management.






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






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






15. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






16. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






17. 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.






18. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






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






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






21. The matching of people with future vacancies.






22. Includes hourly wages - salaries - and bonuses.






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






24. Understanding the duties of the job.






25. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.






26. 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.






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






28. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






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






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






31. 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.






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






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






34. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






35. Evidence suggesting selection precludes members from protected classes.






36. Withdrawal of a reward.






37. A resignation suggested by the employer to the employee.






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






39. Laws that prevent discrimination in the workplace.






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






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






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






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






44. Improvement of job efficiency by simplifying it.






45. Identification of future candidates for future anticipated vacancies.






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






47. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






48. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






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






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