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






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






3. Removal of something unpleasant for desire behavior.






4. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






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






6. 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.






7. A decision based on existing norms.






8. Improvement of job efficiency by simplifying it.






9. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






10. Measures the frequency of observed behavior.






11. Withdrawal of a reward.






12. Idea that all cultures are inherently equal.






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






14. Highly trained workers that are a group that perform interdependent tasks.






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






16. 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.






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






18. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






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






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






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






23. Rating based on having certain characteristics.






24. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






25. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






26. An uncomfortable environment that interferes with job performance.






27. 1931. Required federal contracts for construction to specify minimum wage for workers.






28. Binding document with terms or conditions or rules.






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






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






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






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






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






34. 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.






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






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






37. Encourages teamwork and knowledge transfer among employees.






38. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






40. 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.






41. 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






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






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






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






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






46. 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.






47. Systems that provide data for Human Resource control and decision making.






48. Compensation tied to a reward for effort and performance.






49. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






50. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.