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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. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






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






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






5. 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.






6. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






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






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






9. 1914. No forbidding the existence of a union.






10. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






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






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






14. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






15. 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.






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






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






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






19. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






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






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






22. Payment rates above the pay range.






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






24. Rewards according to random times. Results in moderately high and stable performance.






25. Giving something unpleasant for an undesired behavior.






26. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






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






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






29. Removal of something unpleasant for desire behavior.






30. The on-the-job method of development for new employees. May be formal or informal.






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






32. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






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






35. Leadership dependent upon one's position within the company.






36. Identification of future candidates for future anticipated vacancies.






37. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






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






39. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






40. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






41. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






42. 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.






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






44. Withdrawal of a reward.






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






46. 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.






47. The matching of people with future vacancies.






48. 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.






49. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






50. Power based on individual expertise.