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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. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.






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






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






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






5. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






6. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






7. Involves determining the type and number of individuals needed to get the job done.






8. 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.






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






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






11. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






12. Team formed to solve a major organizational issue.






13. Understanding the duties of the job.






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






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






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






17. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






18. 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.






19. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






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






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






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






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






24. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






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






26. 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






27. 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.






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






29. Accommodation of several cultures.






30. A pay attached to acquiring new knowledge or skills.






31. 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






32. Statement authorizing union to act as their representative.






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






34. Payment rates above the pay range.






35. A decision based on total impartiality.






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






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






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






39. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






40. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






41. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






42. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






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






44. 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.






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






46. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






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






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






49. Highest level of sexual harassment and would result in a punishable act under the law.






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







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