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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. A personal disorientation when experiencing an unfamiliar way of life.






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






3. Rating based on comparison than a standard.






4. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






5. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






6. Theory Z people - those that have reached the self-actualization phase.






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






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






9. Unpaid union official that represents the employees when dealing with management.






10. 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.






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






12. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






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






14. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






15. 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






16. 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.






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






18. Leadership based on the control that management has over rewarding subordinates.






19. Listening to understand without judgment.






20. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






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






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






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






24. 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.






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






26. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






27. Teaching long-term skills.






28. 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.






29. Understanding the duties of the job.






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






31. Developed in response to a majority dominating the workforce.






32. Compensation useful in advancing organizational goals.






33. 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.






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






35. A code of moral principles and values that govern organizational behavior.






36. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






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






38. Hands-off approach over all decision-making without any further involvement unless asked to participate.






39. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






40. Basic individual beliefs about right and wrong.






41. 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.






42. Minorities in the workplace.






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






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






45. Power based on individual expertise.






46. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






47. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






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






49. Measures what a person is capable of learning.






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