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






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






3. A decision based on existing norms.






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






5. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






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






7. Breeds mistrust in the workplace; fairly excepted practice in private industry.






8. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






10. 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.






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






12. Removal of something unpleasant for desire behavior.






13. Reward given for desired behavior.






14. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






15. Accommodation of several cultures.






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






17. A resignation suggested by the employer to the employee.






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






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






20. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






21. Giving something unpleasant for an undesired behavior.






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






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






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






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






26. Includes hourly wages - salaries - and bonuses.






27. 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.






28. Minorities in the workplace.






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






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






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






32. Laws that prevent discrimination in the workplace.






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






34. A use of motivators to increase satisfaction.






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






36. Voluntary or involuntary reductions in labor.






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






38. 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






39. The knowledge - skills - and abilities required for the job.






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






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






42. An organization that is participatory in problem solving - improving - and increasing capabilities.






43. Unpaid union official that represents the employees when dealing with management.






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






45. Withdrawal of a reward.






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






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






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






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






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