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






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






3. 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.






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






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






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






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






8. Compensation useful in advancing organizational goals.






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






10. An appraisal error based on biases of how the information is selected - evaluated - or organized.






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






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






13. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






14. Teaching long-term skills.






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






16. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






17. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






18. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






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






20. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.






21. 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






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






23. A process to make the job more complex to improve the level of boredom of an oversimplified job.






24. Identification of future candidates for future anticipated vacancies.






25. Understanding the duties of the job.






26. Causes loss of productivity - frustration - or depression.






27. 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.






28. 1914. No forbidding the existence of a union.






29. 1994. Jobs are protected for those that go on short military service.






30. 1972. Extended Civil Rights Title VII to government workers.






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






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






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






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






35. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






36. Withdrawal of a reward.






37. Laws that prevent discrimination in the workplace.






38. Giving something unpleasant for an undesired behavior.






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






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






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






42. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






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






44. Two part-time employees share one full time position.






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






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






47. The degree in which an individual believes they have control of their fate.






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






49. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






50. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).