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






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






3. 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.






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






5. A use of motivators to increase satisfaction.






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






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






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






9. Reporting criminal activity to the government.






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






11. 1914. No forbidding the existence of a union.






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






13. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






14. Cost of living that measures the average prices of products and services over time.






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






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






17. Rating based on comparison than a standard.






18. Measures what a person is capable of learning.






19. Requires the rater to choose from statements that best describe the employee's output.






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






21. The idea that people with authority are subject to reporting to superiors.






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






23. Rating based on having certain characteristics.






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






25. 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.






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






27. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






28. The matching of people with future vacancies.






29. 1994. Jobs are protected for those that go on short military service.






30. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






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






32. Basic individual beliefs about right and wrong.






33. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






34. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.






35. An uncomfortable environment that interferes with job performance.






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






37. 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.






38. A problem in evaluation due to being compared to someone previously evaluated.






39. 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.






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






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






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






43. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






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






45. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






46. 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.






47. An organization that has generated a list of recommendation for executing an effective diversity initiative.






48. 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.






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






50. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.