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






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






3. Statement authorizing union to act as their representative.






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






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






6. Threat of power in order to convince someone to engage in sexual activity.






7. Basic individual beliefs about right and wrong.






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






9. An early retirement incentive in a form of a cash bonus or increased pension.






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






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






12. A decision based on existing norms.






13. The matching of people with future vacancies.






14. The curve in the scattergram that identifies the worth of jobs and wages.






15. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






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






17. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






18. A code of moral principles and values that govern organizational behavior.






19. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






20. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






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






22. Laws that prevent discrimination in the workplace.






23. Group assigned with improving quality.






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






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






26. Rewards after a specific number of desired behaviors. Results in high or stable performance.






27. Reporting criminal activity to the government.






28. Encourages teamwork and knowledge transfer among employees.






29. Highly trained workers that are a group that perform interdependent tasks.






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






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






32. Giving something unpleasant for an undesired behavior.






33. Union must represent union and nonunion members equally.






34. Hands-off approach over all decision-making without any further involvement unless asked to participate.






35. 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.






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






37. Listening to understand without judgment.






38. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






39. Accommodation of several cultures.






40. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






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






42. 1972. Extended Civil Rights Title VII to government workers.






43. A decision based on the long-term interests of an individual.






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






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






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






47. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






48. 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






49. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






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