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. Sexual remarks or actions not targeted at a specific individual.






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






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






4. The process of screening - interviewing - and hiring individuals.






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






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






7. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






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






9. A decision that considers humanity's fundamental rights.






10. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






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






14. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






15. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






16. Includes hourly wages - salaries - and bonuses.






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






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






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






20. Giving something unpleasant for an undesired behavior.






21. 1931. Required federal contracts for construction to specify minimum wage for workers.






22. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






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






24. 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.






25. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






26. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






27. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






28. Threat of power in order to convince someone to engage in sexual activity.






29. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






31. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






32. Understanding the duties of the job.






33. Group assigned with improving quality.






34. Not reporting to work.






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






36. A group with mix of specialists that are assigned rather than voluntary membership.






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






38. 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.






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






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






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






42. Power based on individual expertise.






43. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






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






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






46. 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.






47. An uncomfortable environment that interferes with job performance.






48. A group of 6-12 that meet regularly to discuss organizational issues.






49. Pay according to the number of units produced.






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