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






2. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






3. 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.






4. 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.






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






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






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






8. An integrated knowledge within an organization that sets it out from the competition.






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






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






11. Belief that one culture is superior to another.






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






13. A decision based on total impartiality.






14. 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.






15. 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






16. How an employee perceives his compensation relative to others within the organization.






17. Insurance that pays for nursing homes and medical-related costs to old age and illness.






18. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






19. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






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






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






22. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






23. An interview that places the applicant in a simulated high stress setting to interview the candidate.






24. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






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






26. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






27. A decision that considers humanity's fundamental rights.






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






29. 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.






30. Understanding the duties of the job.






31. The matching of people with future vacancies.






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






33. Different types of employee complaint resolution procedures.






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






35. Teaching long-term skills.






36. 1994. Jobs are protected for those that go on short military service.






37. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






38. The ability to influence people to achieve goals for the organization.






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






40. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






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






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






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






44. A decision based on existing norms.






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






46. 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.






47. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






48. 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.






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






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







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