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. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






2. Team formed to solve a major organizational issue.






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






4. Binding document with terms or conditions or rules.






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






6. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






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






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






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






10. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






11. Different types of employee complaint resolution procedures.






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






13. Pay by the hour.






14. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






15. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






16. When every desired behavior is reinforced; effective when the behavior is new.






17. Purposeful discrimination.






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






19. 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.






20. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






21. Measures what a person is capable of learning.






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






23. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






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






25. Improvement of job efficiency by simplifying it.






26. 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.






27. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






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






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






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






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






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






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






34. Encourages teamwork and knowledge transfer among employees.






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






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






37. A decision based on existing norms.






38. 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






39. Withdrawal of a reward.






40. 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.






41. A group with mix of specialists that are assigned rather than voluntary membership.






42. Causes loss of productivity - frustration - or depression.






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






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






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






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






47. 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.






48. Statement authorizing union to act as their representative.






49. 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.






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