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. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






2. Pay according to the number of units produced.






3. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






4. Two part-time employees share one full time position.






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






6. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






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






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






9. 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)






10. Power based on individual expertise.






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






12. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






13. Teaching long-term skills.






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






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






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






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






18. Traditional approach to appraisal - a review by management one level higher.






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






20. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






21. An interview that places the applicant in a simulated high stress setting to interview the candidate.






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






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






24. Rating based on having certain characteristics.






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






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






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






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






29. Listening to understand without judgment.






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






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






32. Minorities in the workplace.






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






34. Identification of future candidates for future anticipated vacancies.






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






36. Improvement of job efficiency by simplifying it.






37. 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.






38. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






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






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






41. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






42. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






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






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






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






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






47. 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.






48. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






49. Withdrawal of a reward.






50. Separation that is typically planned well in advanced - and are well received - celebratory occasions.