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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. Statement authorizing union to act as their representative.






2. Breeds mistrust in the workplace; fairly excepted practice in private industry.






3. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






4. 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.






5. 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






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






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






8. Reward given for desired behavior.






9. Long-term(5 years +) planning reserved for the highest levels of management.






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






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






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






13. The act of returning to the country of origin after an international assignement.






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






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






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






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






18. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






19. An extremely hard goal - but not impossible to reach.






20. Group assigned with improving quality.






21. A use of motivators to increase satisfaction.






22. 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.






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






24. Employees that are not from the home or host country.






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






26. Rating based on comparison than a standard.






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






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






29. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.






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






31. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






32. The degree in which an individual believes they have control of their fate.






33. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






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






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






37. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.






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






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






40. Measures the frequency of observed behavior.






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






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






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






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






45. Accommodation of several cultures.






46. How an employee perceives his compensation relative to others within the organization.






47. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






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






49. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






50. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.