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






2. An uncomfortable environment that interferes with job performance.






3. Not reporting to work.






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






5. Pay by the hour.






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






7. Rating based on having certain characteristics.






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






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






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






11. Guarantee of benefits - especially in pension plans.






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






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






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






15. Purposeful discrimination.






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






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






18. Theory Z people - those that have reached the self-actualization phase.






19. 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.






20. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






21. Leadership dependent upon one's position within the company.






22. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






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






24. 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.






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






26. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






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






28. Unpaid union official that represents the employees when dealing with management.






29. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






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






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






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






34. Performance appraisal that seeks evaluation from internal and external customers.






35. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






36. Listening to understand without judgment.






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






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






39. Removal of something unpleasant for desire behavior.






40. 1914. No forbidding the existence of a union.






41. Improvement of job efficiency by simplifying it.






42. 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.






43. Group assigned with improving quality.






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






45. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






46. 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.






47. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






48. Giving something unpleasant for an undesired behavior.






49. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






50. Binding document with terms or conditions or rules.