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






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






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






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






5. 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.






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






7. Identification of future candidates for future anticipated vacancies.






8. Evidence suggesting selection precludes members from protected classes.






9. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






12. Rewards according to a random number of behaviors. Results in very high performance.






13. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






15. 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.






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






17. A pension plan in which the amount is specific.






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






19. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






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






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






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






23. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






24. Pay by the hour.






25. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






26. Reporting criminal activity to the government.






27. 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.






28. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






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






30. 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






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






32. A use of motivators to increase satisfaction.






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






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






35. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






36. 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.






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






38. Belief that one culture is superior to another.






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






40. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






42. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






43. Sexual remarks or actions not targeted at a specific individual.






44. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






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






46. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






47. Measures the frequency of observed behavior.






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






49. Listening to understand without judgment.






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







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