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






2. Rates performance of employee achievement of goals set by manager and the employee.






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






4. An organization that is participatory in problem solving - improving - and increasing capabilities.






5. 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.






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






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






8. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






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






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






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






12. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






13. 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.






14. The matching of people with future vacancies.






15. Belief that things happen due to luck or chance.






16. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






17. The process of screening - interviewing - and hiring individuals.






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






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






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






21. Belief that one culture is superior to another.






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






23. A pension plan in which both employer and employee fund pensions.






24. Purposeful discrimination.






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






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






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






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






29. The idea that people with authority are subject to reporting to superiors.






30. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






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






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






33. Rating based on comparison than a standard.






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






35. Performance appraisal that seeks evaluation from internal and external customers.






36. A personal disorientation when experiencing an unfamiliar way of life.






37. Laws that prevent discrimination in the workplace.






38. Power based on individual expertise.






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






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






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






42. Systems that provide data for Human Resource control and decision making.






43. An interview that places the applicant in a simulated high stress setting to interview the candidate.






44. Understanding the duties of the job.






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






46. Not reporting to work.






47. 1972. Extended Civil Rights Title VII to government workers.






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






49. 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.






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