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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. Binding document with terms or conditions or rules.






2. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






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






4. Giving something unpleasant for an undesired behavior.






5. A decision based on total impartiality.






6. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






8. Rates performance of employee achievement of goals set by manager and the employee.






9. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.






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






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






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






13. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






14. Encourages teamwork and knowledge transfer among employees.






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






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






18. 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.






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






20. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






21. A code of moral principles and values that govern organizational behavior.






22. Developed in response to a majority dominating the workforce.






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






24. Accommodation of several cultures.






25. Method that determines the relative worth of jobs.






26. 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.






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






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






29. 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.






30. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






31. Basic individual beliefs about right and wrong.






32. 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.






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






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






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






36. Guarantee of benefits - especially in pension plans.






37. Withdrawal of a reward.






38. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






39. 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.






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






41. 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.






42. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






43. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






45. 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.






46. Two part-time employees share one full time position.






47. A process to make the job more complex to improve the level of boredom of an oversimplified job.






48. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.






49. Identification of future candidates for future anticipated vacancies.






50. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.