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






2. Listening to understand without judgment.






3. Reporting criminal activity to the government.






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






5. Understanding the duties of the job.






6. 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






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






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






9. Compensation useful in advancing organizational goals.






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






11. The on-the-job method of development for new employees. May be formal or informal.






12. A decision based on total impartiality.






13. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






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






15. 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.






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






17. 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.






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






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






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






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






22. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






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






24. 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.






25. 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






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






27. Removal of something unpleasant for desire behavior.






28. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






29. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






30. 1972. Extended Civil Rights Title VII to government workers.






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






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






33. The combination of various appraisal systems to give the manager and employee the best view into the performance.






34. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






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






36. Encourages teamwork and knowledge transfer among employees.






37. Improvement of job efficiency by simplifying it.






38. Giving something unpleasant for an undesired behavior.






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






40. 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.






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






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






43. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






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






45. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






46. Method that determines the relative worth of jobs.






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






48. 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)






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






50. Sexual harassment that is nonthreatening - but causes co-worker discomfort.