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






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






3. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






4. Pay according to the number of units produced.






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






6. Rating based on having certain characteristics.






7. A code of moral principles and values that govern organizational behavior.






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






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






10. Power based on individual expertise.






11. Guarantee of benefits - especially in pension plans.






12. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






13. Groups of employees who meet to resolve problems and improve the organization.






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






15. Leadership based on the control that management has over rewarding subordinates.






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






17. Harmful stress that accompanies a feeling of insecurity.






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






19. Statement authorizing union to act as their representative.






20. 1994. Jobs are protected for those that go on short military service.






21. Groups of jobs within a class that are paid the same. Used by the federal government.






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






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






24. How an employee perceives his compensation relative to others within the organization.






25. Rating based on comparison than a standard.






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






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






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






29. Understanding the duties of the job.






30. Various software programs that write job description and specifications based on job analysis.






31. Removal of something unpleasant for desire behavior.






32. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






33. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






34. Minorities in the workplace.






35. Belief that one culture is superior to another.






36. 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.






37. The ability to influence people to achieve goals for the organization.






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






39. 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






40. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






41. An extremely hard goal - but not impossible to reach.






42. 1972. Extended Civil Rights Title VII to government workers.






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






44. Compensation useful in advancing organizational goals.






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






46. A group with mix of specialists that are assigned rather than voluntary membership.






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






48. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






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






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