Test your basic knowledge |

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. Cost of living that measures the average prices of products and services over time.






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






3. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






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






5. Laws that prevent discrimination in the workplace.






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






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






8. Pay according to the number of units produced.






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






10. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






11. Reporting criminal activity to the government.






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






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






14. Statement authorizing union to act as their representative.






15. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






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






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






18. Accommodation of several cultures.






19. 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.






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






21. Removal of something unpleasant for desire behavior.






22. 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






23. 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.






24. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






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






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






27. 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)






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






29. An appraisal distributional error where the rater is reluctant to give high or low marks.






30. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






31. An organization that is participatory in problem solving - improving - and increasing capabilities.






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






33. 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.






34. 1914. No forbidding the existence of a union.






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






36. Measures the frequency of observed behavior.






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






38. Identification of future candidates for future anticipated vacancies.






39. Requires the rater to choose from statements that best describe the employee's output.






40. Not reporting to work.






41. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






42. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






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






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






45. 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.






46. 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.






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






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






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






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