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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. How an employee perceives his compensation relative to others within the organization.






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






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






4. Measures the frequency of observed behavior.






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






6. 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.






7. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






8. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






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






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






11. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






13. 1914. No forbidding the existence of a union.






14. A code of moral principles and values that govern organizational behavior.






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






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






17. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






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






19. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.






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






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






22. 1994. Jobs are protected for those that go on short military service.






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






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






25. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






26. An interview that places the applicant in a simulated high stress setting to interview the candidate.






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






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






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






30. Binding document with terms or conditions or rules.






31. A pension plan in which both employer and employee fund pensions.






32. Belief that one culture is superior to another.






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






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






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






36. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






37. A decision based on total impartiality.






38. Causes loss of productivity - frustration - or depression.






39. Identification of future candidates for future anticipated vacancies.






40. Withdrawal of a reward.






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






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






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






45. Power based on individual expertise.






46. Developed in response to a majority dominating the workforce.






47. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






48. Belief that things happen due to luck or chance.






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






50. A pension plan in which only the employer funds pensions.







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Can you answer 50 questions in 15 minutes?


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