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






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






3. Binding document with terms or conditions or rules.






4. 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






5. Idea that all cultures are inherently equal.






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






7. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






8. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






9. Payment rates above the pay range.






10. 1994. Jobs are protected for those that go on short military service.






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






12. Different types of employee complaint resolution procedures.






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






14. Rating based on comparison than a standard.






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






16. Services provided for workers to deal with problems that interfere with how they do their jobs.






17. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






18. Rating based on having certain characteristics.






19. Removal of something unpleasant for desire behavior.






20. Guarantee of benefits - especially in pension plans.






21. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






22. Listening to understand without judgment.






23. The rater checks statements on a list that he believes are characteristic of the employee.






24. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






25. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






26. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






27. Measures the frequency of observed behavior.






28. A pay attached to acquiring new knowledge or skills.






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






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






31. Highest level of sexual harassment and would result in a punishable act under the law.






32. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






34. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






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






36. Test that measure what a person can do right now.






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






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






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






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






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






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






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






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






45. 1914. No forbidding the existence of a union.






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






47. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






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






49. An appraisal distributional error where the rater is reluctant to give high or low marks.






50. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.