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. Compensation useful in advancing organizational goals.






2. Method that determines the relative worth of jobs.






3. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






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






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






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






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






8. Employment at home while communicating with the workplace by phone or fax or modem






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






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






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






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






13. Rating based on comparison than a standard.






14. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






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






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






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






18. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






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






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






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






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






23. 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.






24. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






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






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






27. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






28. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






29. Guarantee of benefits - especially in pension plans.






30. Measures what a person is capable of learning.






31. Voluntary or involuntary reductions in labor.






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






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






34. Evidence suggesting selection precludes members from protected classes.






35. Binding document with terms or conditions or rules.






36. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






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






38. An organization that has generated a list of recommendation for executing an effective diversity initiative.






39. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






40. 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.






41. Union must represent union and nonunion members equally.






42. Different types of employee complaint resolution procedures.






43. Encourages teamwork and knowledge transfer among employees.






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






45. Identification of future candidates for future anticipated vacancies.






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






47. 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.






48. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






49. Payment rates above the pay range.






50. Basic individual beliefs about right and wrong.