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. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






2. 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






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






4. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






5. Method that determines the relative worth of jobs.






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






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






8. Removal of something unpleasant for desire behavior.






9. Two part-time employees share one full time position.






10. Accommodation of several cultures.






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






12. A pay attached to acquiring new knowledge or skills.






13. 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.






14. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






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






16. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






17. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






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






19. 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.






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






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






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






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






24. A decision based on the long-term interests of an individual.






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






26. Minorities in the workplace.






27. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






29. Voluntary or involuntary reductions in labor.






30. Withdrawal of a reward.






31. 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)






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






33. Pay according to the number of units produced.






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






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






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






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






38. 1994. Jobs are protected for those that go on short military service.






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






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






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






42. Helps manager translate measurement framework from strategic to operational goals.






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






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






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






46. Reporting criminal activity to the government.






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






48. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






49. A personal disorientation when experiencing an unfamiliar way of life.






50. Union must represent union and nonunion members equally.