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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. Leadership based on the control that management has over rewarding subordinates.






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






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






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






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






6. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






8. 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






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






10. Hiring through searching and evaluating internal job postings and existing employee files.






11. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






12. 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.






13. A pay attached to acquiring new knowledge or skills.






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






15. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






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






17. Compensation useful in advancing organizational goals.






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






19. Services provided for workers to deal with problems that interfere with how they do their jobs.






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






21. Harmful stress that accompanies a feeling of insecurity.






22. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






23. Documents that contain the main information about hazardous material.






24. Listening to understand without judgment.






25. Statement authorizing union to act as their representative.






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






27. 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.






28. 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).






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






30. Consists of vertical scales for each dimension of employee's performance.






31. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.






32. Breeds mistrust in the workplace; fairly excepted practice in private industry.






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






34. Laws that prevent discrimination in the workplace.






35. 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.






36. The combination of various appraisal systems to give the manager and employee the best view into the performance.






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






38. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.






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






40. Power based on individual expertise.






41. Sexual remarks or actions not targeted at a specific individual.






42. Union must represent union and nonunion members equally.






43. A decision based on existing norms.






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






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






46. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






48. 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.






49. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






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







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