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. 1936. Responsible for prevailing minimum wage in a locality. Regular working hours identified as 8 per day and 40 per week; and time and a half for additional; no employment for convicts and children.






2. An integrated knowledge within an organization that sets it out from the competition.






3. 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.






4. Binding document with terms or conditions or rules.






5. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






6. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






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






8. The idea that people with authority are subject to reporting to superiors.






9. 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.






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






11. A neutral third party that will make the binding decision between both parties.






12. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.






13. Compensation system that equals American money to foreign money on terms of purchasing power.






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






15. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






17. Harmful stress that accompanies a feeling of insecurity.






18. Measures what a person is capable of learning.






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






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






21. Power based on individual expertise.






22. 1914. No forbidding the existence of a union.






23. A decision based on the long-term interests of an individual.






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






25. 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.






26. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






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






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






29. Accommodation of several cultures.






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






31. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






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






33. Pay by the hour.






34. Various software programs that write job description and specifications based on job analysis.






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






36. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






38. Includes hourly wages - salaries - and bonuses.






39. Leadership dependent upon one's position within the company.






40. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






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






42. A personal disorientation when experiencing an unfamiliar way of life.






43. Laws that prevent discrimination in the workplace.






44. Team formed to solve a major organizational issue.






45. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






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






47. Evidence suggesting selection precludes members from protected classes.






48. Group assigned with improving quality.






49. Understanding the duties of the job.






50. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.