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






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






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






4. Identification of future candidates for future anticipated vacancies.






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






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






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






8. Listening to understand without judgment.






9. Group assigned with improving quality.






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






11. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






12. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






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






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






15. Rewards according to a random number of behaviors. Results in very high performance.






16. Belief that one culture is superior to another.






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






18. 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.






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






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






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






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






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






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






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






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






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






28. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






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






30. 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.






31. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






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






33. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






34. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






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






36. Measures the frequency of observed behavior.






37. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






38. 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.






39. Pay by the hour.






40. Method that determines the relative worth of jobs.






41. Compensation tied to a reward for effort and performance.






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






43. 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.






44. Home country nationals that are employees who live and work in a different country than their own.






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






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






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






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






49. 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






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