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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. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






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






3. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






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






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






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






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






8. Laws that prevent discrimination in the workplace.






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






10. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






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






12. Listening to understand without judgment.






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






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






15. A decision based on the long-term interests of an individual.






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






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






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






19. The act of returning to the country of origin after an international assignement.






20. Guarantee of benefits - especially in pension plans.






21. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






22. 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.






23. Union must represent union and nonunion members equally.






24. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






25. Identification of future candidates for future anticipated vacancies.






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






27. Power derived from the degree in which one is admired and people want to emulate them.






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






29. Measures the frequency of observed behavior.






30. Employees that are not from the home or host country.






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






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






33. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






34. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






35. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






36. Pay according to the number of units produced.






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






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






39. The number of days in the work week is shortened and the hours per day are longer.






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






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






42. Pay by the hour.






43. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






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






45. 1994. Jobs are protected for those that go on short military service.






46. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






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






49. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






50. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.