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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. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






2. 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






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






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






5. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






6. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






7. 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.






8. A decision based on total impartiality.






9. 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.






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






11. Rating based on having certain characteristics.






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






13. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






14. Highest level of sexual harassment and would result in a punishable act under the law.






15. 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.






16. A pension plan in which the amount is specific.






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






18. 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.






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






20. Flexible working hours that allow workers to choose start and end times.






21. 1972. Extended Civil Rights Title VII to government workers.






22. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






23. Cost of living that measures the average prices of products and services over time.






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






25. 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.






26. The matching of people with future vacancies.






27. Rating based on comparison than a standard.






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






29. 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.






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






31. Measures the frequency of observed behavior.






32. Identification of future candidates for future anticipated vacancies.






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






34. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






35. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






37. Idea that all cultures are inherently equal.






38. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






39. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






40. Theory Z people - those that have reached the self-actualization phase.






41. A pay attached to acquiring new knowledge or skills.






42. Power based on individual expertise.






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






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






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






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






47. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






49. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






Can you answer 50 questions in 15 minutes?



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