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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. 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.






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






3. 1994. Jobs are protected for those that go on short military service.






4. Insurance that pays for nursing homes and medical-related costs to old age and illness.






5. Reporting criminal activity to the government.






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






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






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






9. A group with mix of specialists that are assigned rather than voluntary membership.






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






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






12. 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.






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






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






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






16. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






17. Sexual harassment that uses rewards; potential for criminal prosecution.






18. Rewards according to random times. Results in moderately high and stable performance.






19. Improvement of job efficiency by simplifying it.






20. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






21. 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.






22. Belief that one culture is superior to another.






23. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






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






26. Harmful stress that accompanies a feeling of insecurity.






27. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






28. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






29. 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.






30. 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






31. Documents that contain the main information about hazardous material.






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






33. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






34. Measures what a person is capable of learning.






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






36. Rating based on comparison than a standard.






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






38. An appraisal error involving groups of ratings given to employees.






39. A decision based on the long-term interests of an individual.






40. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






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






42. Guarantee of benefits - especially in pension plans.






43. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






44. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






45. A decision based on total impartiality.






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






47. The process of screening - interviewing - and hiring individuals.






48. Systems that provide data for Human Resource control and decision making.






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






50. 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.