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






2. Removal of something unpleasant for desire behavior.






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






4. 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






5. Encourages teamwork and knowledge transfer among employees.






6. 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.






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






8. Belief that one culture is superior to another.






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






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






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






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






13. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






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






16. Statement authorizing union to act as their representative.






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






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






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






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






21. Different types of employee complaint resolution procedures.






22. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






23. Voluntary or involuntary reductions in labor.






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






25. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






26. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.






27. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






28. Measures what a person is capable of learning.






29. 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.






30. A decision based on existing norms.






31. A decision based on total impartiality.






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






33. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






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






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






36. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






37. 1914. No forbidding the existence of a union.






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






39. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.






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






41. Groups of jobs within a class that are paid the same. Used by the federal government.






42. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






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






44. Long-term(5 years +) planning reserved for the highest levels of management.






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






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






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






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






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






50. Identification of future candidates for future anticipated vacancies.