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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. 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.






2. Reward given for desired behavior.






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






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






5. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.






6. Test that measure what a person can do right now.






7. Long-term(5 years +) planning reserved for the highest levels of management.






8. 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.






9. The knowledge - skills - and abilities required for the job.






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






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






12. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






13. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






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






15. Minorities in the workplace.






16. Method that determines the relative worth of jobs.






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






18. Helps manager translate measurement framework from strategic to operational goals.






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






20. 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.






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






22. Statement authorizing union to act as their representative.






23. Giving something unpleasant for an undesired behavior.






24. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






25. 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.






26. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






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






29. 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.






30. 1931. Required federal contracts for construction to specify minimum wage for workers.






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






32. Accommodation of several cultures.






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






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






35. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






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






37. Understanding the duties of the job.






38. Unpaid union official that represents the employees when dealing with management.






39. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






41. Groups of employees who meet to resolve problems and improve the organization.






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






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






44. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).






45. 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.






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






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






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






49. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






50. Purposeful discrimination.