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






2. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






3. 1994. Jobs are protected for those that go on short military service.






4. 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.






5. An appraisal error based on biases of how the information is selected - evaluated - or organized.






6. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






8. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






9. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






10. 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.






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






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






13. 1931. Required federal contracts for construction to specify minimum wage for workers.






14. 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.






15. 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






16. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.






17. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






18. A problem in evaluation due to being compared to someone previously evaluated.






19. Removal of something unpleasant for desire behavior.






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






21. 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.






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






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






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






25. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.






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






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






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






29. 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).






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






31. Idea that all cultures are inherently equal.






32. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






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






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






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






36. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






37. 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.






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






39. 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.






40. An appraisal error involving groups of ratings given to employees.






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






42. Includes hourly wages - salaries - and bonuses.






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






44. Voluntary or involuntary reductions in labor.






45. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.






46. Evidence suggesting selection precludes members from protected classes.






47. 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.






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






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






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