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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. 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






2. 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






3. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






4. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






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






6. A decision based on total impartiality.






7. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






8. Voluntary or involuntary reductions in labor.






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






10. Understanding the duties of the job.






11. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






12. Idea that all cultures are inherently equal.






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






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






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






16. A personal disorientation when experiencing an unfamiliar way of life.






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






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






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






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






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






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






23. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






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






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






26. 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.






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






28. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






30. Groups of jobs within a class that are paid the same. Used by the federal government.






31. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






32. Leadership based on the control that management has over rewarding subordinates.






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






34. Belief that one culture is superior to another.






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






36. Flexible working hours that allow workers to choose start and end times.






37. Teaching long-term skills.






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






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






40. A resignation in which an employee chooses to resign without provocation from the employer.






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






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






43. An organization that is participatory in problem solving - improving - and increasing capabilities.






44. 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






45. Two part-time employees share one full time position.






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






47. Involves determining the type and number of individuals needed to get the job done.






48. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






49. 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.






50. Laws that prevent discrimination in the workplace.