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






2. Statement authorizing union to act as their representative.






3. 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






4. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






5. Theory Z people - those that have reached the self-actualization phase.






6. Minorities in the workplace.






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






8. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






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






10. Groups of employees who meet to resolve problems and improve the organization.






11. Sexual remarks or actions not targeted at a specific individual.






12. 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).






13. Encourages teamwork and knowledge transfer among employees.






14. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






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






16. Identification of future candidates for future anticipated vacancies.






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






18. The curve in the scattergram that identifies the worth of jobs and wages.






19. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






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






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






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






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






24. Laws that prevent discrimination in the workplace.






25. Rates performance of employee achievement of goals set by manager and the employee.






26. Group assigned with improving quality.






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






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






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






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






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






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






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






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






35. 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






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






37. Union must represent union and nonunion members equally.






38. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






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






40. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






41. Withdrawal of a reward.






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






43. Understanding the duties of the job.






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






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






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






47. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






49. A decision based on existing norms.






50. Basic individual beliefs about right and wrong.







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Can you answer 50 questions in 15 minutes?


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