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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 pension plan in which both employer and employee fund pensions.






2. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






4. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






5. Leadership based on the control that management has over punishing subordinates.






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






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






8. An organization that is participatory in problem solving - improving - and increasing capabilities.






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






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






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






12. A use of motivators to increase satisfaction.






13. 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.






14. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






15. Minorities in the workplace.






16. 1994. Jobs are protected for those that go on short military service.






17. 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






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






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






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






21. 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.






22. 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.






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






24. Withdrawal of a reward.






25. 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.






26. A pension plan in which the amount is specific.






27. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






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






29. Belief that one culture is superior to another.






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






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






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






33. The matching of people with future vacancies.






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






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






36. Improvement of job efficiency by simplifying it.






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






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






39. 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)






40. 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.






41. Measures what a person is capable of learning.






42. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






43. A resignation in which an employee chooses to resign without provocation from the employer.






44. Idea that all cultures are inherently equal.






45. 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.






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






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






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






49. The curve in the scattergram that identifies the worth of jobs and wages.






50. Home country nationals that are employees who live and work in a different country than their own.