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. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






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






3. Harmful stress that accompanies a feeling of insecurity.






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






5. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






6. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






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






8. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.






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






10. Union must represent union and nonunion members equally.






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






12. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






13. An uncomfortable environment that interferes with job performance.






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






15. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






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






17. A decision based on existing norms.






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






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






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






21. Cost of living that measures the average prices of products and services over time.






22. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.






23. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






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






25. A use of motivators to increase satisfaction.






26. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






27. 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.






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






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






30. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






31. Rewards according to random times. Results in moderately high and stable performance.






32. Pay by the hour.






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






34. Purposeful discrimination.






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






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






37. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






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






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






40. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






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






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






43. Includes hourly wages - salaries - and bonuses.






44. Employment at home while communicating with the workplace by phone or fax or modem






45. 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






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






47. 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.






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






49. Identification of future candidates for future anticipated vacancies.






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