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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. 1914. No forbidding the existence of a union.






2. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






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






4. The degree in which an individual believes they have control of their fate.






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






6. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






8. Different types of employee complaint resolution procedures.






9. Not reporting to work.






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






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






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






13. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






14. Group assigned with improving quality.






15. Improvement of job efficiency by simplifying it.






16. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






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






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






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






21. Idea that all cultures are inherently equal.






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






23. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






24. 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.






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






26. Payment rates above the pay range.






27. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






28. 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.






29. Belief that one culture is superior to another.






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






31. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






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






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






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






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






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






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






38. The knowledge - skills - and abilities required for the job.






39. A personal disorientation when experiencing an unfamiliar way of life.






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






41. When every desired behavior is reinforced; effective when the behavior is new.






42. An appraisal error based on biases of how the information is selected - evaluated - or organized.






43. A use of motivators to increase satisfaction.






44. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






45. Pay by the hour.






46. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






47. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






48. 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.






49. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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