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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. 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.






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






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






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






5. An extremely hard goal - but not impossible to reach.






6. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






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






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






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






10. 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.






11. Giving something unpleasant for an undesired behavior.






12. 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).






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






14. 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.






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






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






17. Traditional approach to appraisal - a review by management one level higher.






18. 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.






19. An early retirement incentive in a form of a cash bonus or increased pension.






20. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.






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






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






23. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






24. Statement authorizing union to act as their representative.






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






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






27. Withdrawal of a reward.






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






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






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






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






32. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.






33. Performance appraisal that seeks evaluation from internal and external customers.






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






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






36. Purposeful discrimination.






37. 1994. Jobs are protected for those that go on short military service.






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






39. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






40. Listening to understand without judgment.






41. 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.






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






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






44. Union must represent union and nonunion members equally.






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






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






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






48. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






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






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