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. 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.






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






3. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






4. A pension plan in which the amount is specific.






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






6. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






7. Guarantee of benefits - especially in pension plans.






8. 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.






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






10. Different types of employee complaint resolution procedures.






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






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






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






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






15. Consists of vertical scales for each dimension of employee's performance.






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






17. 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)






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






19. Statement authorizing union to act as their representative.






20. A use of motivators to increase satisfaction.






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






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






23. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






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






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






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






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






28. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






29. 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.






30. An uncomfortable environment that interferes with job performance.






31. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






32. 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.






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






34. 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.






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






36. Means that people employed in an organization represent different cultural groups and human qualities.






37. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






38. Power based on individual expertise.






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






40. 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






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






42. 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.






43. Measures the frequency of observed behavior.






44. 1994. Jobs are protected for those that go on short military service.






45. Pay by the hour.






46. 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.






47. Compensation tied to a reward for effort and performance.






48. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






49. Measures what a person is capable of learning.






50. Group specifically to provide a new product or service.