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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. Home country nationals that are employees who live and work in a different country than their own.






2. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






4. 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.






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






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






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






8. 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).






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






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






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






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






13. Giving something unpleasant for an undesired behavior.






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






15. Developed in response to a majority dominating the workforce.






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






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






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






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






20. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






21. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






22. Group assigned with improving quality.






23. Withdrawal of a reward.






24. 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.






25. Reporting criminal activity to the government.






26. Groups of jobs within a class that are paid the same. Used by the federal government.






27. Pay according to the number of units produced.






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






29. Includes hourly wages - salaries - and bonuses.






30. Different types of employee complaint resolution procedures.






31. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






32. 1972. Extended Civil Rights Title VII to government workers.






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






34. 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






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






36. 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.






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






38. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






39. Advancing to the next level in the minimum time required in the current position.






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






41. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






42. The number of days in the work week is shortened and the hours per day are longer.






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






44. Not reporting to work.






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






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






47. 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.






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






49. Two part-time employees share one full time position.






50. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)