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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 neutral third party that will make the binding decision between both parties.






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






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






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






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






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






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






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






9. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






10. 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






11. The on-the-job method of development for new employees. May be formal or informal.






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






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






14. Belief that things happen due to their own responsibility.






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






16. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






17. A resignation in which an employee chooses to resign without provocation from the employer.






18. An appraisal distributional error where the rater is reluctant to give high or low marks.






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






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






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






22. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






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






24. Sexual harassment that uses rewards; potential for criminal prosecution.






25. 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.






26. Belief that one culture is superior to another.






27. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






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






29. Listening to understand without judgment.






30. Rewards after a specific number of desired behaviors. Results in high or stable performance.






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






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






33. 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.






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






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






36. Removal of something unpleasant for desire behavior.






37. Belief that things happen due to luck or chance.






38. When every desired behavior is reinforced; effective when the behavior is new.






39. 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.






40. 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.






41. Giving something unpleasant for an undesired behavior.






42. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






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






44. Rating based on having certain characteristics.






45. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






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






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






48. Leadership based on the control that management has over rewarding subordinates.






49. Test that measure what a person can do right now.






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