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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. Flexible working hours that allow workers to choose start and end times.






2. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.






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. Sexual harassment that uses rewards; potential for criminal prosecution.






5. Reward given for desired behavior.






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






7. Binding document with terms or conditions or rules.






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






9. Measures what a person is capable of learning.






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






11. An appraisal distributional error where the rater is reluctant to give high or low marks.






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






13. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






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






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






16. A decision based on total impartiality.






17. Reporting criminal activity to the government.






18. An employer-created fund for laid off employees to draw from on top of unemployment benefits.






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






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






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






22. An appraisal temporal error when the employee is compared to someone previously rated and not independently.






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






24. When every desired behavior is reinforced; effective when the behavior is new.






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






26. 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).






27. 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.






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






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






30. Includes hourly wages - salaries - and bonuses.






31. Listening to understand without judgment.






32. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.






33. Idea that all cultures are inherently equal.






34. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






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






36. 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.






37. The matching of people with future vacancies.






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






39. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






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






41. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






42. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.






43. 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.






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






45. Belief that things happen due to their own responsibility.






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






47. Characterized by dictatorship that dismisses input from team members; decides the term of tasks and who will perform the work to be done.






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






49. Positive stress that makes some strive to accomplish something.






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







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