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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. 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.






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






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






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






5. The process of screening - interviewing - and hiring individuals.






6. Rating based on having certain characteristics.






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






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






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






10. Rating based on comparison than a standard.






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






12. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






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






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






15. Sexual remarks or actions not targeted at a specific individual.






16. 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






17. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






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






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






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






21. A resignation in which an employee chooses to resign without provocation from the employer.






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






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






24. Minorities in the workplace.






25. 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)






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






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






28. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






29. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






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






31. The matching of people with future vacancies.






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






33. The number of days in the work week is shortened and the hours per day are longer.






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






35. Flexible working hours that allow workers to choose start and end times.






36. Includes hourly wages - salaries - and bonuses.






37. 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.






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






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






40. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






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






42. Binding document with terms or conditions or rules.






43. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






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






45. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.






46. Statement authorizing union to act as their representative.






47. 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.






48. 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.






49. 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.






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