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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. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






2. Belief that one culture is superior to another.






3. Minorities in the workplace.






4. Listening to understand without judgment.






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






6. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






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






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






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






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






11. 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.






12. 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.






13. Reporting criminal activity to the government.






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






15. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






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






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






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






19. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






20. Identification of future candidates for future anticipated vacancies.






21. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






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






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






24. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






26. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






27. 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






28. Union must represent union and nonunion members equally.






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






30. 1972. Extended Civil Rights Title VII to government workers.






31. A pension plan in which the amount is specific.






32. A problem in evaluation due to being compared to someone previously evaluated.






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






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






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






36. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






37. Rating based on comparison than a standard.






38. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






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






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






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






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






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






44. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






46. A decision based on existing norms.






47. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






49. 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.






50. 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.







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