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






2. A use of motivators to increase satisfaction.






3. Team formed to solve a major organizational issue.






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






5. A decision that considers humanity's fundamental rights.






6. A form in which accidents that cause death - illness - or injury in the workplace are recorded.






7. Evidence suggesting selection precludes members from protected classes.






8. 1914. No forbidding the existence of a union.






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






10. 1972. Extended Civil Rights Title VII to government workers.






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






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






13. A pay attached to acquiring new knowledge or skills.






14. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






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






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






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






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






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






21. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






22. A code of moral principles and values that govern organizational behavior.






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






24. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.






25. Harmful stress that accompanies a feeling of insecurity.






26. 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.






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






28. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.






29. Statement authorizing union to act as their representative.






30. 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.






31. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.






32. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






34. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.






35. 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.






36. 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.






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






38. 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.






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






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






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






42. 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.






43. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






44. Voluntary or involuntary reductions in labor.






45. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.






46. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.






47. Rewards after a specific number of desired behaviors. Results in high or stable performance.






48. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






49. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






50. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.