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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. An intent to resign from a company that is typically expressed in written communication to the employee's manager.






2. Pay according to the number of units produced.






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






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






5. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.






6. 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.






7. Pay by the hour.






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






9. The degree in which an individual believes they have control of their fate.






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






11. Requires the rater to choose from statements that best describe the employee's output.






12. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






15. 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.






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






17. Reward given for desired behavior.






18. Belief that one culture is superior to another.






19. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






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






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






22. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.






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






24. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






25. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






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






27. Employment at home while communicating with the workplace by phone or fax or modem






28. Highest level of sexual harassment and would result in a punishable act under the law.






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






30. 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






31. 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.






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






33. Binding document with terms or conditions or rules.






34. 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.






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






36. Compensation useful in advancing organizational goals.






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






38. An uncomfortable environment that interferes with job performance.






39. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






40. Method that determines the relative worth of jobs.






41. 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.






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






43. Sexual remarks or actions not targeted at a specific individual.






44. A decision based on existing norms.






45. Team formed to solve a major organizational issue.






46. How an employee perceives his compensation relative to others within the organization.






47. 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.






48. Theory Z people - those that have reached the self-actualization phase.






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






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