Test your basic knowledge |

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. 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.






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






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






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






5. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






6. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






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






9. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






10. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.






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






12. Union must represent union and nonunion members equally.






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






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






15. Guarantee of benefits - especially in pension plans.






16. Rating based on comparison than a standard.






17. A decision based on the long-term interests of an individual.






18. Withdrawal of a reward.






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






20. Accommodation of several cultures.






21. 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.






22. 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






23. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






24. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.






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






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






27. 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.






28. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






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






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






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






32. 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).






33. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






34. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






36. A pension plan in which both employer and employee fund pensions.






37. Giving something unpleasant for an undesired behavior.






38. 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.






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






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






41. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






42. 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.






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






44. 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.






45. Compensation system that equals American money to foreign money on terms of purchasing power.






46. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






47. A neutral third party that will make the binding decision between both parties.






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






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






50. A group of 6-12 that meet regularly to discuss organizational issues.