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






2. 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.






3. 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.






4. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






5. Measures what a person is capable of learning.






6. Traditional approach to appraisal - a review by management one level higher.






7. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






8. Hands-off approach over all decision-making without any further involvement unless asked to participate.






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






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






11. A decision that considers humanity's fundamental rights.






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






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






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






15. A pension plan in which both employer and employee fund pensions.






16. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






17. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






18. Not reporting to work.






19. Team formed to solve a major organizational issue.






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






21. 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.






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






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






24. 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.






25. 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.






26. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






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






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






29. Belief that one culture is superior to another.






30. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






31. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






32. Test that measure what a person can do right now.






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






34. Pay by the hour.






35. Causes loss of productivity - frustration - or depression.






36. 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.






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






38. 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






39. A use of motivators to increase satisfaction.






40. Power based on individual expertise.






41. Compensation useful in advancing organizational goals.






42. Leadership based on the control that management has over punishing subordinates.






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






44. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






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






46. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






47. Long-term(5 years +) planning reserved for the highest levels of management.






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






49. Developed in response to a majority dominating the workforce.






50. A group of 6-12 that meet regularly to discuss organizational issues.