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






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






3. Evidence suggesting selection precludes members from protected classes.






4. An early retirement incentive in a form of a cash bonus or increased pension.






5. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






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






7. An organization that has generated a list of recommendation for executing an effective diversity initiative.






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






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






10. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.






11. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.






12. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






13. Team formed to solve a major organizational issue.






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






15. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.






16. Hiring through searching and evaluating internal job postings and existing employee files.






17. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






19. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.






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






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






22. 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).






23. Causes loss of productivity - frustration - or depression.






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






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






26. 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.






27. Home country nationals that are employees who live and work in a different country than their own.






28. Union must represent union and nonunion members equally.






29. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.






30. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






31. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






32. Giving something unpleasant for an undesired behavior.






33. Binding document with terms or conditions or rules.






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






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






36. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.






37. 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.






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






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






40. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






41. Includes hourly wages - salaries - and bonuses.






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






43. Harmful stress that accompanies a feeling of insecurity.






44. Test that measure what a person can do right now.






45. Systems that provide data for Human Resource control and decision making.






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






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






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






49. 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.






50. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.