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






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






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






4. 1972. Extended Civil Rights Title VII to government workers.






5. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






6. A use of motivators to increase satisfaction.






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






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






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






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






11. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






12. Unpaid union official that represents the employees when dealing with management.






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






14. 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.






15. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






16. An interview that places the applicant in a simulated high stress setting to interview the candidate.






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






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






19. 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.






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






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






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






23. Guarantee of benefits - especially in pension plans.






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






25. Payment rates above the pay range.






26. Pay according to the number of units produced.






27. Causes loss of productivity - frustration - or depression.






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






29. The matching of people with future vacancies.






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






31. Performance appraisal that seeks evaluation from internal and external customers.






32. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






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






34. Teaching long-term skills.






35. A decision based on total impartiality.






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






37. Training designed to make people recognize and address their own prejudices.






38. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






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






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






41. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






42. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






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






44. Not reporting to work.






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






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






47. 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.






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






49. 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).






50. Various software programs that write job description and specifications based on job analysis.