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






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






3. 1994. Jobs are protected for those that go on short military service.






4. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






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






7. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






8. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






9. Rates performance of employee achievement of goals set by manager and the employee.






10. Threat of power in order to convince someone to engage in sexual activity.






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






12. 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






13. An integrated knowledge within an organization that sets it out from the competition.






14. Teaching long-term skills.






15. The knowledge - skills - and abilities required for the job.






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






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






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






19. An organization that is participatory in problem solving - improving - and increasing capabilities.






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






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






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






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






24. 1972. Extended Civil Rights Title VII to government workers.






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






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






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






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






30. An organization that has generated a list of recommendation for executing an effective diversity initiative.






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






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






33. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.






34. Understanding the duties of the job.






35. Purposeful discrimination.






36. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






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






39. Guarantee of benefits - especially in pension plans.






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






41. 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.






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






43. The curve in the scattergram that identifies the worth of jobs and wages.






44. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






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






46. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






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






48. Group specifically to provide a new product or service.






49. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






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