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






2. 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.






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






4. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






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






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






7. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






8. Pay by the hour.






9. Various software programs that write job description and specifications based on job analysis.






10. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






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






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






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






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






15. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






16. Encourages teamwork and knowledge transfer among employees.






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






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






19. Union must represent union and nonunion members equally.






20. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






21. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






22. Means that people employed in an organization represent different cultural groups and human qualities.






23. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






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






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






26. 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.






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






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






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






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






31. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






32. Groups of jobs within a class that are paid the same. Used by the federal government.






33. 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.






34. Minorities in the workplace.






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






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






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






38. Test that measure what a person can do right now.






39. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






40. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






41. 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.






42. A decision based on existing norms.






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






44. Rating based on having certain characteristics.






45. Statement authorizing union to act as their representative.






46. Pay according to the number of units produced.






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






48. Compensation useful in advancing organizational goals.






49. Removal of something unpleasant for desire behavior.






50. Laws that prevent discrimination in the workplace.