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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. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






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






3. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






4. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






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






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






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






8. Group assigned with improving quality.






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






10. Different types of employee complaint resolution procedures.






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






12. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






13. A decision based on the long-term interests of an individual.






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






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






16. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.






17. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






18. Removal of something unpleasant for desire behavior.






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






20. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






21. An interview that places the applicant in a simulated high stress setting to interview the candidate.






22. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






23. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






24. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






25. Power based on individual expertise.






26. The rater checks statements on a list that he believes are characteristic of the employee.






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






28. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






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






30. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






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






32. Rating based on comparison than a standard.






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






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






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






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






38. Understanding the duties of the job.






39. Measures what a person is capable of learning.






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






41. Statement authorizing union to act as their representative.






42. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






43. 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.






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






45. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






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






48. 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.






49. 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.






50. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.