Test your basic knowledge |

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. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






2. 1994. Jobs are protected for those that go on short military service.






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






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






5. 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)






6. 1914. No forbidding the existence of a union.






7. Flexible working hours that allow workers to choose start and end times.






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






9. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






10. Compensation system that equals American money to foreign money on terms of purchasing power.






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






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






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






14. Consists of vertical scales for each dimension of employee's performance.






15. Understanding the duties of the job.






16. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






17. 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.






18. Cost of living that measures the average prices of products and services over time.






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






20. Payment rates above the pay range.






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






22. Giving something unpleasant for an undesired behavior.






23. Reporting criminal activity to the government.






24. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






25. Compensation useful in advancing organizational goals.






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






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






28. Minorities in the workplace.






29. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






30. Basic individual beliefs about right and wrong.






31. Purposeful discrimination.






32. Guarantee of benefits - especially in pension plans.






33. Listening to understand without judgment.






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






35. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






36. Improvement of job efficiency by simplifying it.






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






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






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






40. Systems that provide data for Human Resource control and decision making.






41. A decision based on total impartiality.






42. Identification of future candidates for future anticipated vacancies.






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






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






45. 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.






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






47. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






48. 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.






49. Idea that all cultures are inherently equal.






50. Voluntary or involuntary reductions in labor.