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






2. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






3. Reward given for desired behavior.






4. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






5. Pay is the same each pay period regardless of hours worked.






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






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






8. An uncomfortable environment that interferes with job performance.






9. Various software programs that write job description and specifications based on job analysis.






10. 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.






11. Withdrawal of a reward.






12. Understanding the duties of the job.






13. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






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






15. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






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






18. 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.






19. 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.






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






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






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






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






24. 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.






25. Guarantee of benefits - especially in pension plans.






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






27. Harassment based on employment decisions; an economic or position consequence for noncompliance.






28. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






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






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






31. Flexible working hours that allow workers to choose start and end times.






32. Means that people employed in an organization represent different cultural groups and human qualities.






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






34. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






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






36. Leadership based on the control that management has over rewarding subordinates.






37. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






38. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






39. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






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






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






42. Highest level of sexual harassment and would result in a punishable act under the law.






43. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






44. Group assigned with improving quality.






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






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






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






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






49. Measures what a person is capable of learning.






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