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. Measures what a person is capable of learning.






2. Union must represent union and nonunion members equally.






3. Rating based on comparison than a standard.






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






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






6. Removal of something unpleasant for desire behavior.






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






8. A resignation suggested by the employer to the employee.






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






10. A decision based on existing norms.






11. 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.






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






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






14. Pay is the same each pay period regardless of hours worked.






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






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






17. Theory Z people - those that have reached the self-actualization phase.






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






19. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






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






21. 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.






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






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






24. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






25. 1914. No forbidding the existence of a union.






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






27. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






28. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






30. Group assigned with improving quality.






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






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






33. Belief that things happen due to their own responsibility.






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






35. 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






36. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






37. Causes loss of productivity - frustration - or depression.






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






39. Leadership based on the control that management has over punishing subordinates.






40. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






41. The matching of people with future vacancies.






42. Encourages teamwork and knowledge transfer among employees.






43. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






44. Improvement of job efficiency by simplifying it.






45. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






46. Leadership based on the control that management has over rewarding subordinates.






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






48. Identification of future candidates for future anticipated vacancies.






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






50. Pay according to the number of units produced.