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. Includes the social environment of the workplace and informal work groups.






2. 1972. Extended Civil Rights Title VII to government workers.






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






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






5. Rewards according to a specific time interval. Results in average and irregular performance.






6. Payment rates above the pay range.






7. A decision that considers humanity's fundamental rights.






8. Groups of jobs within a class that are paid the same. Used by the federal government.






9. Group specifically to provide a new product or service.






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






11. Employees that are not from the home or host country.






12. Laws that prevent discrimination in the workplace.






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






14. A neutral third party that will make the binding decision between both parties.






15. Statement authorizing union to act as their representative.






16. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






17. 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.






18. A report companies with 100 or more employees must fill out annually to determine workforce composition.






19. How an employee perceives his compensation relative to others within the organization.






20. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






21. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






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






23. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






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






25. Listening to understand without judgment.






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






27. A pension plan in which only the employer funds pensions.






28. Encourages teamwork and knowledge transfer among employees.






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






30. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






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






32. 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.






33. Hands-off approach over all decision-making without any further involvement unless asked to participate.






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






35. Teaching long-term skills.






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






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






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






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






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






41. Rewards according to a random number of behaviors. Results in very high performance.






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






43. 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






44. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






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






46. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






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






48. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






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






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