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. Power based on individual expertise.






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






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






4. Teaching long-term skills.






5. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






6. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






7. A decision based on total impartiality.






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






9. 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.






10. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






11. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






12. Not reporting to work.






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






14. The ability to influence people to achieve goals for the organization.






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






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






17. An uncomfortable environment that interferes with job performance.






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






19. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






20. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.






21. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






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






23. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






24. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






25. Hands-off approach over all decision-making without any further involvement unless asked to participate.






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






27. Accommodation of several cultures.






28. Groups of employees who meet to resolve problems and improve the organization.






29. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






30. 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.






31. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






32. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






33. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






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






35. A decision based on existing norms.






36. Pay according to the number of units produced.






37. Different types of employee complaint resolution procedures.






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






39. 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.






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






41. A group with mix of specialists that are assigned rather than voluntary membership.






42. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






43. 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).






44. An appraisal error involving groups of ratings given to employees.






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






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






47. A group of 6-12 that meet regularly to discuss organizational issues.






48. Documents that contain the main information about hazardous material.






49. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






50. An appraisal temporal error when the employee is compared to someone previously rated and not independently.