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. Improvement of job efficiency by simplifying it.






2. Pay by the hour.






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






4. Pay is the same each pay period regardless of hours worked.






5. 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.






6. 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.






7. Not reporting to work.






8. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






9. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






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






11. Compensation useful in advancing organizational goals.






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






13. Home country nationals that are employees who live and work in a different country than their own.






14. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






15. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






17. Binding document with terms or conditions or rules.






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






19. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






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






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






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






25. Minorities in the workplace.






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






27. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






28. Insurance that pays for nursing homes and medical-related costs to old age and illness.






29. 1994. Jobs are protected for those that go on short military service.






30. A decision based on existing norms.






31. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






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






33. The on-the-job method of development for new employees. May be formal or informal.






34. 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.






35. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






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






37. Statement authorizing union to act as their representative.






38. Idea that all cultures are inherently equal.






39. 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.






40. Rating based on comparison than a standard.






41. Highly trained workers that are a group that perform interdependent tasks.






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






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






44. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.






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






46. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






47. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






48. Teaching long-term skills.






49. 1914. No forbidding the existence of a union.






50. Measures the frequency of observed behavior.