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






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






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






4. Employees that are not from the home or host country.






5. 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






6. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






7. Insurance that pays for nursing homes and medical-related costs to old age and illness.






8. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.






9. Method that determines the relative worth of jobs.






10. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






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






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






13. Measures the frequency of observed behavior.






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






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






16. 1931. Required federal contracts for construction to specify minimum wage for workers.






17. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






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






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






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






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






22. Reward given for desired behavior.






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






24. Not reporting to work.






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






26. A use of motivators to increase satisfaction.






27. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






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






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






30. Understanding the duties of the job.






31. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






33. An uncomfortable environment that interferes with job performance.






34. Basic individual beliefs about right and wrong.






35. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






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






37. 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)






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






39. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






40. An appraisal error based on biases of how the information is selected - evaluated - or organized.






41. Compensation useful in advancing organizational goals.






42. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






45. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






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






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






49. Voluntary or involuntary reductions in labor.






50. How an employee perceives his compensation relative to others within the organization.