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. A decision based on total impartiality.






2. Flexible working hours that allow workers to choose start and end times.






3. A decision based on existing norms.






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






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






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






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






8. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






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






10. Not reporting to work.






11. 1972. Extended Civil Rights Title VII to government workers.






12. Various software programs that write job description and specifications based on job analysis.






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






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






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






16. Identification of future candidates for future anticipated vacancies.






17. Laws that prevent discrimination in the workplace.






18. 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.






19. 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.






20. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






21. Encourages teamwork and knowledge transfer among employees.






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






23. Harmful stress that accompanies a feeling of insecurity.






24. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






26. Group assigned with improving quality.






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






28. Rating based on having certain characteristics.






29. Compensation system that equals American money to foreign money on terms of purchasing power.






30. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






31. A neutral third party that will make the binding decision between both parties.






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






33. The ability to influence people to achieve goals for the organization.






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






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






36. A report companies with 100 or more employees must fill out annually to determine workforce composition.






37. 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.






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






39. 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.






40. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






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






42. Binding document with terms or conditions or rules.






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






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






45. 1994. Jobs are protected for those that go on short military service.






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






47. An early retirement incentive in a form of a cash bonus or increased pension.






48. 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.






49. Method that determines the relative worth of jobs.






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