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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. 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.






2. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






3. 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






4. The idea that people with authority are subject to reporting to superiors.






5. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






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






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






8. Includes the social environment of the workplace and informal work groups.






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






10. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






11. Group assigned with improving quality.






12. Payment rates above the pay range.






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






14. Binding document with terms or conditions or rules.






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






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






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






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






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






21. Flexible working hours that allow workers to choose start and end times.






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






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






24. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






25. Identification of future candidates for future anticipated vacancies.






26. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






27. 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).






28. Minorities in the workplace.






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






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






31. Measures the frequency of observed behavior.






32. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






33. Rating based on comparison than a standard.






34. A personal disorientation when experiencing an unfamiliar way of life.






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






36. Belief that things happen due to luck or chance.






37. Employees that are not from the home or host country.






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






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






40. Voluntary or involuntary reductions in labor.






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






42. Teaching long-term skills.






43. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






44. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






45. Different types of employee complaint resolution procedures.






46. 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.






47. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






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






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






50. 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.







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