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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. Payment rates above the pay range.






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






3. 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.






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






5. Power based on individual expertise.






6. A group of 6-12 that meet regularly to discuss organizational issues.






7. A use of motivators to increase satisfaction.






8. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.






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






10. Teaching long-term skills.






11. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






12. Not reporting to work.






13. 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.






14. Two part-time employees share one full time position.






15. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






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






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






18. Pay by the hour.






19. Harmful stress that accompanies a feeling of insecurity.






20. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






21. 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.






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






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






24. Separation that is typically planned well in advanced - and are well received - celebratory occasions.






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






26. Different types of employee complaint resolution procedures.






27. Compensation tied to a reward for effort and performance.






28. 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.






29. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.






30. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.






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






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






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






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






35. 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.






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






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






38. Measures the frequency of observed behavior.






39. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th






40. Advancing to the next level in the minimum time required in the current position.






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






42. Method that determines the relative worth of jobs.






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






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






45. An organization that is participatory in problem solving - improving - and increasing capabilities.






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






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






48. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.






49. Includes hourly wages - salaries - and bonuses.






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