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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. Developed in response to a majority dominating the workforce.






2. A decision based on the long-term interests of an individual.






3. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






6. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






7. Union must represent union and nonunion members equally.






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






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






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






11. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






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






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






14. Withdrawal of a reward.






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






16. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






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






18. Belief that one culture is superior to another.






19. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






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






21. The ability to influence people to achieve goals for the organization.






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






23. 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






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






25. Accommodation of several cultures.






26. Team formed to solve a major organizational issue.






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






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






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






30. Measures what a person is capable of learning.






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






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






33. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






34. 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.






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






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






37. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






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






39. 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.






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






41. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..






42. Minorities in the workplace.






43. 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.






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






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






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






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






48. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






49. Teaching long-term skills.






50. Harmful stress that accompanies a feeling of insecurity.