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






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






3. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






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






5. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






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






7. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






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






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






10. 1972. Extended Civil Rights Title VII to government workers.






11. Sexual harassment that uses rewards; potential for criminal prosecution.






12. Pay according to the number of units produced.






13. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






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






15. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






16. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






17. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






18. Measures what a person is capable of learning.






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






20. Identification of future candidates for future anticipated vacancies.






21. Statement authorizing union to act as their representative.






22. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






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






24. Understanding the duties of the job.






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






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






27. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






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






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






30. Rating based on comparison than a standard.






31. A pension plan in which both employer and employee fund pensions.






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






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






34. 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.






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






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






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






38. 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.






39. The idea that people with authority are subject to reporting to superiors.






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






41. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






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






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






44. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






45. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.






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






47. Group assigned with improving quality.






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






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






50. Team formed to solve a major organizational issue.