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






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






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






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






6. Highly trained workers that are a group that perform interdependent tasks.






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






8. The degree in which an individual believes they have control of their fate.






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






10. Evidence suggesting selection precludes members from protected classes.






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






12. Includes hourly wages - salaries - and bonuses.






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






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






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






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






17. Pay by the hour.






18. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






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






20. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






22. 1914. No forbidding the existence of a union.






23. Different types of employee complaint resolution procedures.






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






25. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






26. 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.






27. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






28. Giving something unpleasant for an undesired behavior.






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






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






31. Compensation useful in advancing organizational goals.






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






33. A group with mix of specialists that are assigned rather than voluntary membership.






34. Threat of power in order to convince someone to engage in sexual activity.






35. Idea that all cultures are inherently equal.






36. Group assigned with improving quality.






37. An uncomfortable environment that interferes with job performance.






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






39. 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






40. Positive stress that makes some strive to accomplish something.






41. Binding document with terms or conditions or rules.






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






43. Improvement of job efficiency by simplifying it.






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






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






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






47. Documents that contain the main information about hazardous material.






48. The matching of people with future vacancies.






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






50. Power based on individual expertise.