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. Not reporting to work.






2. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






3. 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.






4. A use of motivators to increase satisfaction.






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






6. 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.






7. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






8. 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.






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






10. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






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






12. Team formed to solve a major organizational issue.






13. Consists of vertical scales for each dimension of employee's performance.






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






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






16. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






17. Positive stress that makes some strive to accomplish something.






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






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






20. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






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






22. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






23. 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






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






25. Statement authorizing union to act as their representative.






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






27. Includes hourly wages - salaries - and bonuses.






28. 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.






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






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






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






32. Power derived from the degree in which one is admired and people want to emulate them.






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






34. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






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






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






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






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






39. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






40. 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.






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






42. The matching of people with future vacancies.






43. 1994. Jobs are protected for those that go on short military service.






44. A resignation suggested by the employer to the employee.






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






46. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






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






48. Compensation useful in advancing organizational goals.






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






50. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.