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






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






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






4. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






5. Payment rates above the pay range.






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






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






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






9. Rates performance of employee achievement of goals set by manager and the employee.






10. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






11. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






12. Sexual harassment that uses rewards; potential for criminal prosecution.






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






14. Laws that prevent discrimination in the workplace.






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






16. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






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






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






19. Encourages teamwork and knowledge transfer among employees.






20. 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.






21. Belief that one culture is superior to another.






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






23. A code of moral principles and values that govern organizational behavior.






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






25. The knowledge - skills - and abilities required for the job.






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






27. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






28. Includes hourly wages - salaries - and bonuses.






29. 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






30. 1972. Extended Civil Rights Title VII to government workers.






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






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






33. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






34. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






35. 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






36. Includes the social environment of the workplace and informal work groups.






37. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






38. Rewards after a specific number of desired behaviors. Results in high or stable performance.






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






40. Rewards according to a specific time interval. Results in average and irregular performance.






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






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






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






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






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






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






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






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






49. 1914. No forbidding the existence of a union.






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