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






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






3. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






4. 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.






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






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






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






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






9. 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.






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






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






12. Belief that one culture is superior to another.






13. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






14. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






15. 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.






16. 1931. Required federal contracts for construction to specify minimum wage for workers.






17. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






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






19. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






20. Hiring through searching and evaluating internal job postings and existing employee files.






21. Advancing to the next level in the minimum time required in the current position.






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






23. Rating based on having certain characteristics.






24. Removal of something unpleasant for desire behavior.






25. An organization that is participatory in problem solving - improving - and increasing capabilities.






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






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






28. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






29. Pay by the hour.






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






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






32. 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.






33. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






35. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






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






37. 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.






38. Understanding the duties of the job.






39. Teaching long-term skills.






40. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






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






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






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






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






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






48. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






49. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






50. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.