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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. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






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






3. Binding document with terms or conditions or rules.






4. Voluntary or involuntary reductions in labor.






5. Reporting criminal activity to the government.






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






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






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






9. Systems that provide data for Human Resource control and decision making.






10. Different types of employee complaint resolution procedures.






11. Highly trained workers that are a group that perform interdependent tasks.






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






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






14. Group assigned with improving quality.






15. Evidence suggesting selection precludes members from protected classes.






16. 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.






17. Idea that all cultures are inherently equal.






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






19. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






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






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






22. Includes hourly wages - salaries - and bonuses.






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






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






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






26. Statement authorizing union to act as their representative.






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






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






29. 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.






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






31. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






32. Harmful stress that accompanies a feeling of insecurity.






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






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






35. 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.






36. Measures the frequency of observed behavior.






37. 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.






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






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






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






41. 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






42. A pension plan in which the amount is specific.






43. 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.






44. 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.






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






46. The rater checks statements on a list that he believes are characteristic of the employee.






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






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






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






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