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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. Includes the social environment of the workplace and informal work groups.






2. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






3. Understanding the duties of the job.






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






5. Includes hourly wages - salaries - and bonuses.






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






7. Statement authorizing union to act as their representative.






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






9. 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.






10. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






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






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






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






14. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






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






16. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






18. Binding document with terms or conditions or rules.






19. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






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






21. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






22. 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.






23. Improvement of job efficiency by simplifying it.






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






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






26. Insurance that pays for nursing homes and medical-related costs to old age and illness.






27. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






28. Voluntary or involuntary reductions in labor.






29. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.






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






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






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






33. Giving something unpleasant for an undesired behavior.






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






35. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






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






37. Compensation useful in advancing organizational goals.






38. Various software programs that write job description and specifications based on job analysis.






39. 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.






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






41. The act of returning to the country of origin after an international assignement.






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






43. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.






44. 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






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






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






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






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






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






50. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;