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






2. Method that determines the relative worth of jobs.






3. Requires the rater to choose from statements that best describe the employee's output.






4. Different types of employee complaint resolution procedures.






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






6. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






7. The act of returning to the country of origin after an international assignement.






8. A problem in evaluation due to being compared to someone previously evaluated.






9. Leadership based on the control that management has over rewarding subordinates.






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






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






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






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






14. Rating based on comparison than a standard.






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






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






17. Helps manager translate measurement framework from strategic to operational goals.






18. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






19. 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






20. An integrated knowledge within an organization that sets it out from the competition.






21. An uncomfortable environment that interferes with job performance.






22. 1914. No forbidding the existence of a union.






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






24. Laws that prevent discrimination in the workplace.






25. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






27. 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.






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






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






31. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






32. Advancing to the next level in the minimum time required in the current position.






33. Rating based on having certain characteristics.






34. 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.






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






36. An appraisal error involving groups of ratings given to employees.






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






38. Highest level of sexual harassment and would result in a punishable act under the law.






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






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






41. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






42. Pay by the hour.






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






44. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






45. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






46. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






47. 1931. Required federal contracts for construction to specify minimum wage for workers.






48. Belief that things happen due to their own responsibility.






49. Payment rates above the pay range.






50. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.