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






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






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






4. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






5. Evidence suggesting selection precludes members from protected classes.






6. Belief that things happen due to luck or chance.






7. 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.






8. 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.






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






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






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






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






13. 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






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






15. Power based on individual expertise.






16. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






17. The act of returning to the country of origin after an international assignement.






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






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






20. Belief that things happen due to their own responsibility.






21. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






22. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






23. Rewards according to a random number of behaviors. Results in very high performance.






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






25. 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.






26. A use of motivators to increase satisfaction.






27. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






28. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






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






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






31. A group with mix of specialists that are assigned rather than voluntary membership.






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






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






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






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






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






37. An uncomfortable environment that interferes with job performance.






38. Employment at home while communicating with the workplace by phone or fax or modem






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






40. A pension plan in which only the employer funds pensions.






41. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.






42. 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.






43. 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.






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






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






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






47. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






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






50. 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.







Sorry!:) No result found.

Can you answer 50 questions in 15 minutes?


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