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 ability to influence people to achieve goals for the organization.






2. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.






3. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






4. Laws that prevent discrimination in the workplace.






5. Compensation system that equals American money to foreign money on terms of purchasing power.






6. Test that measure what a person can do right now.






7. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






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






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






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






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






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






13. A decision that considers humanity's fundamental rights.






14. Rewards after a specific number of desired behaviors. Results in high or stable performance.






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






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






17. Binding document with terms or conditions or rules.






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






19. Developed in response to a majority dominating the workforce.






20. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






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






22. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






23. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






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






25. 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.






26. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






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






28. A decision based on total impartiality.






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






30. 1914. No forbidding the existence of a union.






31. Evidence suggesting selection precludes members from protected classes.






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






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






34. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






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






36. 1931. Required federal contracts for construction to specify minimum wage for workers.






37. A pension plan in which only the employer funds pensions.






38. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






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






40. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






41. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






42. The matching of people with future vacancies.






43. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






45. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






46. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






47. Basic individual beliefs about right and wrong.






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






49. Understanding the duties of the job.






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