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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 process to make the job more complex to improve the level of boredom of an oversimplified job.






2. The idea that people with authority are subject to reporting to superiors.






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






4. The act of returning to the country of origin after an international assignement.






5. A group of 6-12 that meet regularly to discuss organizational issues.






6. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






7. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






8. The process of screening - interviewing - and hiring individuals.






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






10. 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.






11. Understanding the duties of the job.






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






13. Rewards according to random times. Results in moderately high and stable performance.






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






15. Purposeful discrimination.






16. Rating based on having certain characteristics.






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






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






19. 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






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






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






22. An early retirement incentive in a form of a cash bonus or increased pension.






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






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






25. 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)






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






27. Belief that one culture is superior to another.






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






29. 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.






30. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






31. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






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






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






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






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






36. Unpaid union official that represents the employees when dealing with management.






37. Voluntary or involuntary reductions in labor.






38. Power derived from the degree in which one is admired and people want to emulate them.






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






40. An uncomfortable environment that interferes with job performance.






41. An extremely hard goal - but not impossible to reach.






42. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






43. Laws that prevent discrimination in the workplace.






44. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






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






46. Pay by the hour.






47. Listening to understand without judgment.






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






49. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






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







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