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. Teaching long-term skills.






2. A resignation in which an employee chooses to resign without provocation from the employer.






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






4. Consists of vertical scales for each dimension of employee's performance.






5. Different types of employee complaint resolution procedures.






6. Method that determines the relative worth of jobs.






7. Removal of something unpleasant for desire behavior.






8. Pay according to the number of units produced.






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






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






11. 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.






12. Employment at home while communicating with the workplace by phone or fax or modem






13. Reporting criminal activity to the government.






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






15. 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.






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






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






18. Power derived from the degree in which one is admired and people want to emulate them.






19. 1972. Extended Civil Rights Title VII to government workers.






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






21. Basic individual beliefs about right and wrong.






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






23. 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.






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






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






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






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






28. 1931. Required federal contracts for construction to specify minimum wage for workers.






29. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th






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






31. Reward given for desired behavior.






32. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






34. 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.






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






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






37. 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.






38. 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.






39. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






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






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






42. 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.






43. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






44. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






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






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






47. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






48. Group assigned with improving quality.






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






50. Training designed to make people recognize and address their own prejudices.