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. The curve in the scattergram that identifies the worth of jobs and wages.






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






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






4. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






5. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






6. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






7. A pension plan in which the amount is specific.






8. Two part-time employees share one full time position.






9. The matching of people with future vacancies.






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






11. Union must represent union and nonunion members equally.






12. 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.






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






14. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






15. 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.






16. Laws that prevent discrimination in the workplace.






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






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






19. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






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






21. 1914. No forbidding the existence of a union.






22. Team formed to solve a major organizational issue.






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






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






25. Groups of jobs within a class that are paid the same. Used by the federal government.






26. Not reporting to work.






27. 1994. Jobs are protected for those that go on short military service.






28. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






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






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






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






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






34. An uncomfortable environment that interferes with job performance.






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






36. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






37. A resignation suggested by the employer to the employee.






38. Compensation useful in advancing organizational goals.






39. Includes the social environment of the workplace and informal work groups.






40. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






41. 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.






42. Rewards according to a random number of behaviors. Results in very high performance.






43. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






44. 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.






45. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






46. Evidence suggesting selection precludes members from protected classes.






47. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






48. 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.






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






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