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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. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






2. Purposeful discrimination.






3. Union must represent union and nonunion members equally.






4. Includes hourly wages - salaries - and bonuses.






5. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






7. The number of days in the work week is shortened and the hours per day are longer.






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






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






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






12. 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.






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






14. Identification of future candidates for future anticipated vacancies.






15. The idea that people with authority are subject to reporting to superiors.






16. The process of screening - interviewing - and hiring individuals.






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






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






19. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






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






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






22. The rater checks statements on a list that he believes are characteristic of the employee.






23. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






24. Groups of jobs within a class that are paid the same. Used by the federal government.






25. 1914. No forbidding the existence of a union.






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






27. 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.






28. Rewards according to random times. Results in moderately high and stable performance.






29. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.






30. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.






31. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






32. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






33. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






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






35. Means that people employed in an organization represent different cultural groups and human qualities.






36. Reward given for desired behavior.






37. Group assigned with improving quality.






38. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






39. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






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






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






42. Employees that are not from the home or host country.






43. Hands-off approach over all decision-making without any further involvement unless asked to participate.






44. Listening to understand without judgment.






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






46. Training designed to make people recognize and address their own prejudices.






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






48. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






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






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