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






3. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






4. 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.






5. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






6. A decision that considers humanity's fundamental rights.






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






8. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






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






10. 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.






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






12. A code of moral principles and values that govern organizational behavior.






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






14. 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.






15. 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.






16. Sexual harassment that uses rewards; potential for criminal prosecution.






17. An interview that places the applicant in a simulated high stress setting to interview the candidate.






18. Team formed to solve a major organizational issue.






19. Includes hourly wages - salaries - and bonuses.






20. Payment rates above the pay range.






21. 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.






22. Belief that things happen due to their own responsibility.






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






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






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






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






27. Minorities in the workplace.






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






29. Pay according to the number of units produced.






30. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






31. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






33. Voluntary or involuntary reductions in labor.






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






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






36. Home country nationals that are employees who live and work in a different country than their own.






37. How an employee perceives his compensation relative to others within the organization.






38. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






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






40. Not reporting to work.






41. Documents that contain the main information about hazardous material.






42. Breeds mistrust in the workplace; fairly excepted practice in private industry.






43. Reward given for desired behavior.






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






45. 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.






46. Rating based on having certain characteristics.






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






48. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






49. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






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