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






2. 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.






3. Harassment based on employment decisions; an economic or position consequence for noncompliance.






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






5. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






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






7. Listening to understand without judgment.






8. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






9. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






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






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






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






13. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






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






15. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






16. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






17. Withdrawal of a reward.






18. Statement authorizing union to act as their representative.






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






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






21. Rating based on having certain characteristics.






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






23. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






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






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






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






27. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






28. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






29. A group with mix of specialists that are assigned rather than voluntary membership.






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






31. 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.






32. Harmful stress that accompanies a feeling of insecurity.






33. Removal of something unpleasant for desire behavior.






34. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






35. Pay according to the number of units produced.






36. A pension plan in which the amount is specific.






37. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






38. The knowledge - skills - and abilities required for the job.






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






40. 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.






41. Means that people employed in an organization represent different cultural groups and human qualities.






42. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






43. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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. 1972. Extended Civil Rights Title VII to government workers.






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






47. Consists of vertical scales for each dimension of employee's performance.






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






49. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






50. Idea that all cultures are inherently equal.