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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. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






2. A decision based on total impartiality.






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






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






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






6. 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.






7. 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.






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






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






10. 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.






11. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






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






13. Union must represent union and nonunion members equally.






14. Giving something unpleasant for an undesired behavior.






15. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






16. Measures the frequency of observed behavior.






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






18. A decision based on the long-term interests of an individual.






19. Requires the rater to choose from statements that best describe the employee's output.






20. Employment at home while communicating with the workplace by phone or fax or modem






21. The ability to influence people to achieve goals for the organization.






22. A code of moral principles and values that govern organizational behavior.






23. Not reporting to work.






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






25. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






26. Harassment based on employment decisions; an economic or position consequence for noncompliance.






27. 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






28. 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.






29. A group of 6-12 that meet regularly to discuss organizational issues.






30. Withdrawal of a reward.






31. Group specifically to provide a new product or service.






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






33. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






34. Pay by the hour.






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






36. A report companies with 100 or more employees must fill out annually to determine workforce composition.






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






38. Voluntary or involuntary reductions in labor.






39. Pay is the same each pay period regardless of hours worked.






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






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






42. 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.






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






44. 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.






45. Highly trained workers that are a group that perform interdependent tasks.






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






47. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






48. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






49. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






50. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.