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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 step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






2. Measures what a person is capable of learning.






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






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






5. Understanding the duties of the job.






6. Binding document with terms or conditions or rules.






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






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






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






10. Not reporting to work.






11. Belief that one culture is superior to another.






12. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






13. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.






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






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






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






17. Guarantee of benefits - especially in pension plans.






18. Positive stress that makes some strive to accomplish something.






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






20. Training designed to make people recognize and address their own prejudices.






21. 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.






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






23. 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.






24. 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.






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






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






27. Basic individual beliefs about right and wrong.






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






29. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






30. 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.






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






32. Giving something unpleasant for an undesired behavior.






33. Laws that prevent discrimination in the workplace.






34. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






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






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






37. Compensation useful in advancing organizational goals.






38. Statement authorizing union to act as their representative.






39. Hiring through searching and evaluating internal job postings and existing employee files.






40. Evidence suggesting selection precludes members from protected classes.






41. A neutral third party that will make the binding decision between both parties.






42. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






43. 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.






44. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






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






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






48. 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






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






50. Rating based on comparison than a standard.







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