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






2. Team formed to solve a major organizational issue.






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






4. Different types of employee complaint resolution procedures.






5. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






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






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






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






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






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






11. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






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






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






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






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






16. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






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






19. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






20. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






21. Highly trained workers that are a group that perform interdependent tasks.






22. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






23. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






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






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






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






27. A use of motivators to increase satisfaction.






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






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






30. 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






31. Measures the frequency of observed behavior.






32. 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.






33. The combination of various appraisal systems to give the manager and employee the best view into the performance.






34. 1914. No forbidding the existence of a union.






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






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






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






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






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






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






41. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






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






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






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






45. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






46. The ability to influence people to achieve goals for the organization.






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






48. 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.






49. An extremely hard goal - but not impossible to reach.






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