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. Evidence suggesting selection precludes members from protected classes.






2. Measures the frequency of observed behavior.






3. Power derived from the degree in which one is admired and people want to emulate them.






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






5. 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.






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






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






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






9. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






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






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






13. Compensation useful in advancing organizational goals.






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






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






16. Harmful stress that accompanies a feeling of insecurity.






17. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.






18. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.






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






20. 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.






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






22. Reward given for desired behavior.






23. Payment rates above the pay range.






24. 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.






25. An uncomfortable environment that interferes with job performance.






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






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






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






29. Consists of vertical scales for each dimension of employee's performance.






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






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






32. Binding document with terms or conditions or rules.






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






34. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






35. Belief that one culture is superior to another.






36. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration






37. Group assigned with improving quality.






38. Voluntary or involuntary reductions in labor.






39. Listening to understand without judgment.






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






41. Rewards according to a random number of behaviors. Results in very high performance.






42. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






43. 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.






44. Basic individual beliefs about right and wrong.






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. 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.






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






48. Identification of future candidates for future anticipated vacancies.






49. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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