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






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






3. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






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






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






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






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






8. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






9. Pay is the same each pay period regardless of hours worked.






10. 1931. Required federal contracts for construction to specify minimum wage for workers.






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






12. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






13. Rating based on having certain characteristics.






14. Laws that prevent discrimination in the workplace.






15. Rewards after a specific number of desired behaviors. Results in high or stable performance.






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






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






18. 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.






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






20. 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.






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






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






23. Understanding the duties of the job.






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






25. 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






26. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






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






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






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






30. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






31. A resignation suggested by the employer to the employee.






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






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






34. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






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






36. A group of 6-12 that meet regularly to discuss organizational issues.






37. The degree in which an individual believes they have control of their fate.






38. Groups of jobs within a class that are paid the same. Used by the federal government.






39. 1972. Extended Civil Rights Title VII to government workers.






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






41. A decision based on total impartiality.






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






43. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






44. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






45. The working conditions - pay - company policies - and interpersonal relationships; they help eliminate job satisfaction - but do not motivate the employee according to the two-factor theory.






46. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






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






48. A decision that considers humanity's fundamental rights.






49. Removal of something unpleasant for desire behavior.






50. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.