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






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






3. Pay by the hour.






4. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






5. Improvement of job efficiency by simplifying it.






6. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






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






8. 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.






9. Binding document with terms or conditions or rules.






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






11. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






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






13. Compensation useful in advancing organizational goals.






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






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






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






17. Measures the frequency of observed behavior.






18. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






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






20. The act of returning to the country of origin after an international assignement.






21. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






22. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






24. A pension plan in which the amount is specific.






25. An uncomfortable environment that interferes with job performance.






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






27. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






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






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






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






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






32. Statement authorizing union to act as their representative.






33. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






34. Identification of future candidates for future anticipated vacancies.






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






36. Harassment based on employment decisions; an economic or position consequence for noncompliance.






37. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






38. Sexual harassment that uses rewards; potential for criminal prosecution.






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






40. 1994. Jobs are protected for those that go on short military service.






41. Various software programs that write job description and specifications based on job analysis.






42. The matching of people with future vacancies.






43. Measures what a person is capable of learning.






44. Removal of something unpleasant for desire behavior.






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






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






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






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






49. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






50. 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.