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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. 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






2. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






4. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






5. The matching of people with future vacancies.






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






7. 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.






8. 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






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






10. Includes hourly wages - salaries - and bonuses.






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






12. 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.






13. Reward given for desired behavior.






14. A use of motivators to increase satisfaction.






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






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






17. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






18. Guarantee of benefits - especially in pension plans.






19. The knowledge - skills - and abilities required for the job.






20. Statement authorizing union to act as their representative.






21. Removal of something unpleasant for desire behavior.






22. 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.






23. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






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






26. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






27. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






28. 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.






29. Training designed to make people recognize and address their own prejudices.






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






31. Method that determines the relative worth of jobs.






32. Documents that contain the main information about hazardous material.






33. Binding document with terms or conditions or rules.






34. Pay by the hour.






35. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






36. Group specifically to provide a new product or service.






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






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






39. 1914. No forbidding the existence of a union.






40. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






41. Cost of living that measures the average prices of products and services over time.






42. 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).






43. Identification of future candidates for future anticipated vacancies.






44. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






45. 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.






46. 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.






47. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






48. Rating based on having certain characteristics.






49. 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.






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