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. A process to make the job more complex to improve the level of boredom of an oversimplified job.






2. Measures what a person is capable of learning.






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






4. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






5. Pay by the hour.






6. The matching of people with future vacancies.






7. Voluntary or involuntary reductions in labor.






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






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






10. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.






11. How an employee perceives his compensation relative to others within the organization.






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






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






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






15. Accommodation of several cultures.






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






17. 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.






18. Understanding the duties of the job.






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






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






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






22. Groups of employees who meet to resolve problems and improve the organization.






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






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






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






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






27. 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.






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






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






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






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






32. The knowledge - skills - and abilities required for the job.






33. Payment rates above the pay range.






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






35. An appraisal distributional error where the rater is reluctant to give high or low marks.






36. Encourages teamwork and knowledge transfer among employees.






37. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






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






39. Group specifically to provide a new product or service.






40. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






41. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.






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






43. Advancing to the next level in the minimum time required in the current position.






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






45. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






46. 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.






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






48. Compensation useful in advancing organizational goals.






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






50. Statement authorizing union to act as their representative.