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






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






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






4. 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.






5. Includes hourly wages - salaries - and bonuses.






6. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






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






8. Binding document with terms or conditions or rules.






9. 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






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






11. Purposeful discrimination.






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






13. Highly trained workers that are a group that perform interdependent tasks.






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






15. Not reporting to work.






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






17. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






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






19. Minorities in the workplace.






20. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






21. Two part-time employees share one full time position.






22. 1994. Jobs are protected for those that go on short military service.






23. Evidence suggesting selection precludes members from protected classes.






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






25. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






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






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






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






29. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






30. Measures what a person is capable of learning.






31. 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.






32. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






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






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






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






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






38. Reward given for desired behavior.






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






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






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






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






43. 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.






44. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






45. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






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






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






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






49. A decision based on total impartiality.






50. Method that determines the relative worth of jobs.