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






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






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






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






5. 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.






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






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






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






9. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






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






11. Reporting criminal activity to the government.






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






13. The knowledge - skills - and abilities required for the job.






14. Pay according to the number of units produced.






15. Removal of something unpleasant for desire behavior.






16. A problem in evaluation due to being compared to someone previously evaluated.






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






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






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






20. 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.






21. Idea that all cultures are inherently equal.






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






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






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






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






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






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






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






29. Includes the social environment of the workplace and informal work groups.






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






31. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






32. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






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






34. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






35. An early retirement incentive in a form of a cash bonus or increased pension.






36. 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.






37. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






38. Statement authorizing union to act as their representative.






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






40. 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)






41. Voluntary or involuntary reductions in labor.






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






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






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






45. Teaching long-term skills.






46. Measures the frequency of observed behavior.






47. Insurance that pays for nursing homes and medical-related costs to old age and illness.






48. 1914. No forbidding the existence of a union.






49. Purposeful discrimination.






50. Traditional approach to appraisal - a review by management one level higher.