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






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






3. Power based on individual expertise.






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






5. A code of moral principles and values that govern organizational behavior.






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






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






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






9. How an employee perceives his compensation relative to others within the organization.






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






11. Pay according to the number of units produced.






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






13. Rating based on comparison than a standard.






14. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






15. 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.






16. A pension plan in which only the employer funds pensions.






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






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






19. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






20. 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.






21. Voluntary or involuntary reductions in labor.






22. Removal of something unpleasant for desire behavior.






23. The combination of various appraisal systems to give the manager and employee the best view into the performance.






24. Laws that prevent discrimination in the workplace.






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






26. 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.






27. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






29. Leadership based on the control that management has over punishing subordinates.






30. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






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 resignation in which an employee chooses to resign without provocation from the employer.






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






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






36. Rating based on having certain characteristics.






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






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






39. Hiring through searching and evaluating internal job postings and existing employee files.






40. Rates performance of employee achievement of goals set by manager and the employee.






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






42. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






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






45. Reporting criminal activity to the government.






46. Positive stress that makes some strive to accomplish something.






47. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






48. Different types of employee complaint resolution procedures.






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






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