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






2. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






3. Identification of future candidates for future anticipated vacancies.






4. 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.






5. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






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






7. Reward given for desired behavior.






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






9. Accommodation of several cultures.






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






11. Different types of employee complaint resolution procedures.






12. Employment at home while communicating with the workplace by phone or fax or modem






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






14. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






15. Rating based on having certain characteristics.






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






17. 1931. Required federal contracts for construction to specify minimum wage for workers.






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






19. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






20. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






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






22. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






25. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






26. The process of screening - interviewing - and hiring individuals.






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






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






29. Leadership dependent upon one's position within the company.






30. Voluntary or involuntary reductions in labor.






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






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






33. Evidence suggesting selection precludes members from protected classes.






34. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






35. An appraisal error based on biases of how the information is selected - evaluated - or organized.






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






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






38. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






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






40. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






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






42. An appraisal error involving groups of ratings given to employees.






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






44. 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.






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






46. Home country nationals that are employees who live and work in a different country than their own.






47. Teaching long-term skills.






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






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






50. Group assigned with improving quality.