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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. Developed in response to a majority dominating the workforce.






2. Union must represent union and nonunion members equally.






3. An appraisal error involving groups of ratings given to employees.






4. Removal of something unpleasant for desire behavior.






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






6. Two part-time employees share one full time position.






7. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






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






9. Belief that one culture is superior to another.






10. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






11. A decision based on existing norms.






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






13. A process to make the job more complex to improve the level of boredom of an oversimplified job.






14. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






15. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






16. The knowledge - skills - and abilities required for the job.






17. 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.






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






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






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






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






22. Breeds mistrust in the workplace; fairly excepted practice in private industry.






23. 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.






24. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






25. An extremely hard goal - but not impossible to reach.






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






27. 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






28. Payment rates above the pay range.






29. 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.






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






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






32. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






33. 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.






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






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






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






37. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






38. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






39. Voluntary or involuntary reductions in labor.






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






41. Identification of future candidates for future anticipated vacancies.






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






43. Understanding the duties of the job.






44. Includes hourly wages - salaries - and bonuses.






45. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






46. Listening to understand without judgment.






47. Withdrawal of a reward.






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






49. 1972. Extended Civil Rights Title VII to government workers.






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







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Can you answer 50 questions in 15 minutes?


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