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






2. 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.






3. 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.






4. Reward given for desired behavior.






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






6. Home country nationals that are employees who live and work in a different country than their own.






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






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






9. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






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






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. Consists of vertical scales for each dimension of employee's performance.






13. Measures what a person is capable of learning.






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






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






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






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






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






19. 1931. Required federal contracts for construction to specify minimum wage for workers.






20. Insurance that pays for nursing homes and medical-related costs to old age and illness.






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






22. Different types of employee complaint resolution procedures.






23. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






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






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






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






27. Group assigned with improving quality.






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






29. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






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






31. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






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






33. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






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






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






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






37. Withdrawal of a reward.






38. Method that determines the relative worth of jobs.






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






40. A use of motivators to increase satisfaction.






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






42. Minorities in the workplace.






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






44. Listening to understand without judgment.






45. Pay by the hour.






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






47. 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.






48. 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






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






50. 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.