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






2. Different types of employee complaint resolution procedures.






3. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






4. Involves determining the type and number of individuals needed to get the job done.






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






6. 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.






7. Minorities in the workplace.






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






9. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






10. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






11. Employment at home while communicating with the workplace by phone or fax or modem






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






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






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






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






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






17. Evidence suggesting selection precludes members from protected classes.






18. A decision based on total impartiality.






19. Theory Z people - those that have reached the self-actualization phase.






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






21. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






22. A pay attached to acquiring new knowledge or skills.






23. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






24. Withdrawal of a reward.






25. Method that determines the relative worth of jobs.






26. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.






27. Groups of employees who meet to resolve problems and improve the organization.






28. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






29. Traditional approach to appraisal - a review by management one level higher.






30. 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.






31. Unpaid union official that represents the employees when dealing with management.






32. 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.






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






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






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






36. Basic individual beliefs about right and wrong.






37. Compensation useful in advancing organizational goals.






38. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






39. Voluntary or involuntary reductions in labor.






40. Compensation tied to a reward for effort and performance.






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






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






43. 1914. No forbidding the existence of a union.






44. An uncomfortable environment that interferes with job performance.






45. Group assigned with improving quality.






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






47. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






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






49. A decision that considers humanity's fundamental rights.






50. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;