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. Includes the social environment of the workplace and informal work groups.






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






3. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






4. Guarantee of benefits - especially in pension plans.






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






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






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






8. 1914. No forbidding the existence of a union.






9. Harmful stress that accompanies a feeling of insecurity.






10. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






11. Measures what a person is capable of learning.






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






13. Hiring through searching and evaluating internal job postings and existing employee files.






14. 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.






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






16. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






18. 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.






19. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






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






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






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






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






24. Not reporting to work.






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






26. 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.






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






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






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






30. 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






31. Identification of future candidates for future anticipated vacancies.






32. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






33. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






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






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






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






37. Rating based on comparison than a standard.






38. 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.






39. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






40. A report companies with 100 or more employees must fill out annually to determine workforce composition.






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






42. Employment at home while communicating with the workplace by phone or fax or modem






43. Giving something unpleasant for an undesired behavior.






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






45. A decision based on existing norms.






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






47. Accommodation of several cultures.






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






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






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