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






2. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






3. 1994. Jobs are protected for those that go on short military service.






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






5. Helps manager translate measurement framework from strategic to operational goals.






6. Systems that provide data for Human Resource control and decision making.






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






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






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






10. 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.






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






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






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






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






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






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






17. Pay by the hour.






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






19. Listening to understand without judgment.






20. Reporting criminal activity to the government.






21. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.






22. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






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






24. Pay is the same each pay period regardless of hours worked.






25. Compensation useful in advancing organizational goals.






26. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






27. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






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






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






30. 1931. Required federal contracts for construction to specify minimum wage for workers.






31. The act of returning to the country of origin after an international assignement.






32. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






34. The on-the-job method of development for new employees. May be formal or informal.






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






36. A group of 6-12 that meet regularly to discuss organizational issues.






37. 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.






38. 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).






39. 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.






40. Includes hourly wages - salaries - and bonuses.






41. Hands-off approach over all decision-making without any further involvement unless asked to participate.






42. A decision based on total impartiality.






43. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






44. Union must represent union and nonunion members equally.






45. Rating based on having certain characteristics.






46. A process to make the job more complex to improve the level of boredom of an oversimplified job.






47. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






48. Causes loss of productivity - frustration - or depression.






49. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






50. An organization that has generated a list of recommendation for executing an effective diversity initiative.