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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. 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






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






3. Encourages teamwork and knowledge transfer among employees.






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






5. Cost of living that measures the average prices of products and services over time.






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






7. Helps manager translate measurement framework from strategic to operational goals.






8. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






9. 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.






10. 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.






11. 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.






12. 1931. Required federal contracts for construction to specify minimum wage for workers.






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






14. 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.






15. An appraisal error involving groups of ratings given to employees.






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






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






18. Method that determines the relative worth of jobs.






19. An organization that has generated a list of recommendation for executing an effective diversity initiative.






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






21. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






22. A neutral third party that will make the binding decision between both parties.






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






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






25. An integrated knowledge within an organization that sets it out from the competition.






26. Minorities in the workplace.






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






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






29. Rewards according to a specific time interval. Results in average and irregular performance.






30. Identification of future candidates for future anticipated vacancies.






31. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






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






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






34. Leadership dependent upon one's position within the company.






35. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






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






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






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






39. Positive stress that makes some strive to accomplish something.






40. Team formed to solve a major organizational issue.






41. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






42. Sexual remarks or actions not targeted at a specific individual.






43. Rating based on having certain characteristics.






44. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






45. Reward given for desired behavior.






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






47. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th






48. Removal of something unpleasant for desire behavior.






49. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






50. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.