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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. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






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






3. The combination of various appraisal systems to give the manager and employee the best view into the performance.






4. Breeds mistrust in the workplace; fairly excepted practice in private industry.






5. Services provided for workers to deal with problems that interfere with how they do their jobs.






6. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






7. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






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






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






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






11. An integrated knowledge within an organization that sets it out from the competition.






12. Measures the frequency of observed behavior.






13. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






14. Basic individual beliefs about right and wrong.






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






16. Team formed to solve a major organizational issue.






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






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






19. Rates performance of employee achievement of goals set by manager and the employee.






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






21. An appraisal distributional error where the rater is reluctant to give high or low marks.






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






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






24. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






25. 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.






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






27. Unpaid union official that represents the employees when dealing with management.






28. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






31. 1972. Extended Civil Rights Title VII to government workers.






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






33. Statement authorizing union to act as their representative.






34. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






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






36. 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).






37. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






38. 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.






39. Purposeful discrimination.






40. Understanding the duties of the job.






41. 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.






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






43. 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.






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






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






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






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






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






49. The rater checks statements on a list that he believes are characteristic of the employee.






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