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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. Withdrawal of a reward.






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






3. 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.






4. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






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






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






7. Belief that things happen due to luck or chance.






8. 1994. Jobs are protected for those that go on short military service.






9. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






10. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






11. Compensation tied to a reward for effort and performance.






12. Accommodation of several cultures.






13. Highly trained workers that are a group that perform interdependent tasks.






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






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






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






17. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






18. 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.






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






20. A decision based on total impartiality.






21. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






22. Rating based on having certain characteristics.






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






24. Encourages teamwork and knowledge transfer among employees.






25. 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.






26. 1914. No forbidding the existence of a union.






27. Team formed to solve a major organizational issue.






28. Pay according to the number of units produced.






29. The rater checks statements on a list that he believes are characteristic of the employee.






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






31. Improvement of job efficiency by simplifying it.






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






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






34. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






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






36. 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.






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






38. Rating based on comparison than a standard.






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






40. Pay is the same each pay period regardless of hours worked.






41. 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.






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






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






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






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






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






47. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






48. Purposeful discrimination.






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






50. 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.