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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. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






2. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






3. Compensation useful in advancing organizational goals.






4. A resignation in which an employee chooses to resign without provocation from the employer.






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






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






7. Services provided for workers to deal with problems that interfere with how they do their jobs.






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






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






10. The degree in which an individual believes they have control of their fate.






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






12. Includes hourly wages - salaries - and bonuses.






13. A problem in evaluation due to being compared to someone previously evaluated.






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






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






16. Sexual remarks or actions not targeted at a specific individual.






17. 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.






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






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






20. Documents that contain the main information about hazardous material.






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






22. Two part-time employees share one full time position.






23. 1972. Extended Civil Rights Title VII to government workers.






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






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






26. Rating based on having certain characteristics.






27. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






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






29. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






31. Idea that all cultures are inherently equal.






32. Harassment based on employment decisions; an economic or position consequence for noncompliance.






33. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






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






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






36. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






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






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






39. Breeds mistrust in the workplace; fairly excepted practice in private industry.






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






41. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.






42. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






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






44. A pay attached to acquiring new knowledge or skills.






45. Binding document with terms or conditions or rules.






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






47. Belief that things happen due to their own responsibility.






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






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






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