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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. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






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






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






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






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






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






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






9. Positive stress that makes some strive to accomplish something.






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






11. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.






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






13. Different types of employee complaint resolution procedures.






14. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






15. Identification of future candidates for future anticipated vacancies.






16. 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.






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






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






19. 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.






20. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






21. Basic individual beliefs about right and wrong.






22. 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).






23. An extremely hard goal - but not impossible to reach.






24. Teaching long-term skills.






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






26. Power based on individual expertise.






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






28. 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.






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






30. Various software programs that write job description and specifications based on job analysis.






31. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






32. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






33. An appraisal error involving groups of ratings given to employees.






34. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






35. 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.






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






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






38. An appraisal error based on biases of how the information is selected - evaluated - or organized.






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






40. 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.






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






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






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






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






45. Improvement of job efficiency by simplifying it.






46. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






48. 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.






49. Rewards according to a specific time interval. Results in average and irregular performance.






50. 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.







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