Test your basic knowledge |

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. Guarantee of benefits - especially in pension plans.






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. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






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






5. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






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






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






8. Minorities in the workplace.






9. Accommodation of several cultures.






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






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






12. Hands-off approach over all decision-making without any further involvement unless asked to participate.






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






15. Test that measure what a person can do right now.






16. Pay by the hour.






17. 1972. Extended Civil Rights Title VII to government workers.






18. Harmful stress that accompanies a feeling of insecurity.






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






20. 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.






21. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






22. Understanding the duties of the job.






23. An organization that is participatory in problem solving - improving - and increasing capabilities.






24. 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.






25. Rates performance of employee achievement of goals set by manager and the employee.






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






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






28. A pay attached to acquiring new knowledge or skills.






29. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






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






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






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






33. 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






34. 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.






35. An organization that has generated a list of recommendation for executing an effective diversity initiative.






36. Belief that one culture is superior to another.






37. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






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






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






40. Compensation tied to a reward for effort and performance.






41. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






43. Removal of something unpleasant for desire behavior.






44. 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.






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






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






47. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






48. Improvement of job efficiency by simplifying it.






49. A resignation in which an employee chooses to resign without provocation from the employer.






50. 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.