Test your basic knowledge |

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. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






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






3. A decision based on total impartiality.






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






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






7. 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.






8. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






9. Includes hourly wages - salaries - and bonuses.






10. A use of motivators to increase satisfaction.






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






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






13. A pension plan in which the amount is specific.






14. Employees that are not from the home or host country.






15. A decision based on existing norms.






16. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






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






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






19. An uncomfortable environment that interferes with job performance.






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






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






22. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






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






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






25. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






27. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






28. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






29. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






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






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






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






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






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






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






36. 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.






37. Compensation useful in advancing organizational goals.






38. 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






39. Encourages teamwork and knowledge transfer among employees.






40. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






41. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






42. 1914. No forbidding the existence of a union.






43. The combination of various appraisal systems to give the manager and employee the best view into the performance.






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






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






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






47. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






48. Removal of something unpleasant for desire behavior.






49. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






50. Listening to understand without judgment.