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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. Compensation useful in advancing organizational goals.






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






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






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






5. 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.






6. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






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






8. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






9. When every desired behavior is reinforced; effective when the behavior is new.






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






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






13. 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.






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






15. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






16. Different types of employee complaint resolution procedures.






17. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






18. Pay according to the number of units produced.






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






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






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






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






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






24. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






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






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






27. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






29. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






30. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






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






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






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






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






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






36. 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.






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






38. Group specifically to provide a new product or service.






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






40. The matching of people with future vacancies.






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






42. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






43. Developed in response to a majority dominating the workforce.






44. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






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






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






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






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






49. Not reporting to work.






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