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






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






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






4. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






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






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






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






8. Evidence suggesting selection precludes members from protected classes.






9. Pay is the same each pay period regardless of hours worked.






10. 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.






11. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






13. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






14. 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.






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






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






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






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






19. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






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






22. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






23. Various software programs that write job description and specifications based on job analysis.






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






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






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






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






28. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






29. Laws that prevent discrimination in the workplace.






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






31. Test that measure what a person can do right now.






32. Two part-time employees share one full time position.






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






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






35. Basic individual beliefs about right and wrong.






36. Performance appraisal that seeks evaluation from internal and external customers.






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






38. Pay by the hour.






39. Encourages teamwork and knowledge transfer among employees.






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






41. Payment rates above the pay range.






42. The on-the-job method of development for new employees. May be formal or informal.






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






44. Theory Z people - those that have reached the self-actualization phase.






45. Includes hourly wages - salaries - and bonuses.






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






47. Minorities in the workplace.






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






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






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