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






2. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






3. Payment rates above the pay range.






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






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






6. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.






7. Basic individual beliefs about right and wrong.






8. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.






9. Purposeful discrimination.






10. Measures what a person is capable of learning.






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






12. An interview that places the applicant in a simulated high stress setting to interview the candidate.






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






14. 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.






15. Sexual harassment that uses rewards; potential for criminal prosecution.






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






17. Identification of future candidates for future anticipated vacancies.






18. 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.






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






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






21. 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.






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






23. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






24. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






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






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






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






30. A use of motivators to increase satisfaction.






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






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






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






34. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






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






36. Leadership dependent upon one's position within the company.






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






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






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






40. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






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






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






43. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






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






45. Reward given for desired behavior.






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






47. 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.






48. Pay by the hour.






49. Cost of living that measures the average prices of products and services over time.






50. A decision based on total impartiality.