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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. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






2. An extremely hard goal - but not impossible to reach.






3. Developed in response to a majority dominating the workforce.






4. Idea that all cultures are inherently equal.






5. Giving something unpleasant for an undesired behavior.






6. Withdrawal of a reward.






7. Evidence suggesting selection precludes members from protected classes.






8. Different types of employee complaint resolution procedures.






9. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






10. 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.






11. A resignation suggested by the employer to the employee.






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






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






14. Harmful stress that accompanies a feeling of insecurity.






15. 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.






16. 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.






17. 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.






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






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






20. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






21. Advancing to the next level in the minimum time required in the current position.






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






23. Statement authorizing union to act as their representative.






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






25. Rewards according to random times. Results in moderately high and stable performance.






26. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






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






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






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






31. A problem in evaluation due to being compared to someone previously evaluated.






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






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






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






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






36. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th






37. 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.






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






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






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






41. Minorities in the workplace.






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






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






44. An integrated knowledge within an organization that sets it out from the competition.






45. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






46. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






47. 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.






48. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






49. Employees that are not from the home or host country.






50. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






Can you answer 50 questions in 15 minutes?



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