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






2. A resignation suggested by the employer to the employee.






3. Groups of jobs within a class that are paid the same. Used by the federal government.






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






5. 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.






6. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






7. Binding document with terms or conditions or rules.






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






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






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






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






12. Involves determining the type and number of individuals needed to get the job done.






13. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






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






15. Group assigned with improving quality.






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






17. Breeds mistrust in the workplace; fairly excepted practice in private industry.






18. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






19. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






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






21. The degree in which an individual believes they have control of their fate.






22. Evidence suggesting selection precludes members from protected classes.






23. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






24. 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.






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






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






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






28. The number of days in the work week is shortened and the hours per day are longer.






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






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






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






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






33. A decision that considers humanity's fundamental rights.






34. 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.






35. 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.






36. A report companies with 100 or more employees must fill out annually to determine workforce composition.






37. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






38. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






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






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






41. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






42. Harmful stress that accompanies a feeling of insecurity.






43. Compensation useful in advancing organizational goals.






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






45. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






46. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






47. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






48. Groups of employees who meet to resolve problems and improve the organization.






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






50. 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