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






2. Compensation useful in advancing organizational goals.






3. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






5. An uncomfortable environment that interferes with job performance.






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






7. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






8. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






9. Basic individual beliefs about right and wrong.






10. Power based on individual expertise.






11. Accommodation of several cultures.






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






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






14. The ability to influence people to achieve goals for the organization.






15. Guarantee of benefits - especially in pension plans.






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






17. 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.






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






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






20. 1931. Required federal contracts for construction to specify minimum wage for workers.






21. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






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






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






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






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






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






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






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






29. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






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






31. 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






32. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






33. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






34. Hiring through searching and evaluating internal job postings and existing employee files.






35. Removal of something unpleasant for desire behavior.






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






37. Hands-off approach over all decision-making without any further involvement unless asked to participate.






38. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






39. Improvement of job efficiency by simplifying it.






40. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






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






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






43. Flexible working hours that allow workers to choose start and end times.






44. Includes hourly wages - salaries - and bonuses.






45. 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.






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






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






48. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






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






50. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.