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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. 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.






2. Rewards according to a random number of behaviors. Results in very high performance.






3. 1931. Required federal contracts for construction to specify minimum wage for workers.






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






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






6. Insurance that pays for nursing homes and medical-related costs to old age and illness.






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






8. Threat of power in order to convince someone to engage in sexual activity.






9. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






10. Identification of future candidates for future anticipated vacancies.






11. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






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






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






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






15. An appraisal error involving groups of ratings given to employees.






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






17. Method that determines the relative worth of jobs.






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






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






20. Not reporting to work.






21. An uncomfortable environment that interferes with job performance.






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






23. A personal disorientation when experiencing an unfamiliar way of life.






24. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






25. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






26. Purposeful discrimination.






27. 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.






28. Highest level of sexual harassment and would result in a punishable act under the law.






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






30. Flexible working hours that allow workers to choose start and end times.






31. Services provided for workers to deal with problems that interfere with how they do their jobs.






32. Voluntary or involuntary reductions in labor.






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






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






35. Advancing to the next level in the minimum time required in the current position.






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






37. Binding document with terms or conditions or rules.






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






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






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






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






42. Group assigned with improving quality.






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






44. A pay attached to acquiring new knowledge or skills.






45. Includes hourly wages - salaries - and bonuses.






46. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






47. A decision based on existing norms.






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






49. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






50. 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.