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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. The number of days in the work week is shortened and the hours per day are longer.






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






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






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






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






6. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






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






8. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






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






10. Belief that things happen due to luck or chance.






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






12. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






13. Method that determines the relative worth of jobs.






14. Leadership dependent upon one's position within the company.






15. Understanding the duties of the job.






16. Leadership based on the control that management has over punishing subordinates.






17. 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.






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






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






20. A decision based on existing norms.






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






22. Harmful stress that accompanies a feeling of insecurity.






23. 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.






24. Withdrawal of a reward.






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






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






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






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






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






30. The ability to influence people to achieve goals for the organization.






31. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






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






33. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






34. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






35. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






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






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






40. 1972. Extended Civil Rights Title VII to government workers.






41. Union must represent union and nonunion members equally.






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






43. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






44. Reporting criminal activity to the government.






45. 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.






46. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






48. Long-term(5 years +) planning reserved for the highest levels of management.






49. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






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







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