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






2. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






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






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






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






7. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






8. 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.






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






10. Identification of future candidates for future anticipated vacancies.






11. Training designed to make people recognize and address their own prejudices.






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






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






14. Unpaid union official that represents the employees when dealing with management.






15. A decision based on total impartiality.






16. 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.






17. Union must represent union and nonunion members equally.






18. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






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






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






21. Hiring through searching and evaluating internal job postings and existing employee files.






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






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






24. Reporting criminal activity to the government.






25. Rating based on having certain characteristics.






26. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






27. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






28. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






29. Removal of something unpleasant for desire behavior.






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






31. Reward given for desired behavior.






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






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






34. Payment rates above the pay range.






35. Belief that one culture is superior to another.






36. 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






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






38. Rewards according to a random number of behaviors. Results in very high performance.






39. 1972. Extended Civil Rights Title VII to government workers.






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






41. An early retirement incentive in a form of a cash bonus or increased pension.






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






43. Giving something unpleasant for an undesired behavior.






44. Leadership based on the control that management has over punishing subordinates.






45. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






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






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






49. Accommodation of several cultures.






50. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration