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






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






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






4. Pay according to the number of units produced.






5. An early retirement incentive in a form of a cash bonus or increased pension.






6. Method that determines the relative worth of jobs.






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






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






9. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






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






11. Includes hourly wages - salaries - and bonuses.






12. Belief that things happen due to luck or chance.






13. Measures what a person is capable of learning.






14. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






16. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






17. The process of screening - interviewing - and hiring individuals.






18. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






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






20. 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.






21. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






22. Consists of vertical scales for each dimension of employee's performance.






23. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






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






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






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






28. 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






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






30. Basic individual beliefs about right and wrong.






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






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






33. Employment at home while communicating with the workplace by phone or fax or modem






34. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






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






36. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






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






38. Understanding the duties of the job.






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






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






41. Theory Z people - those that have reached the self-actualization phase.






42. Compensation useful in advancing organizational goals.






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






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






45. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






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






47. The degree in which an individual believes they have control of their fate.






48. The curve in the scattergram that identifies the worth of jobs and wages.






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






50. A neutral third party that will make the binding decision between both parties.