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 pension plan in which only the employer funds pensions.






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






3. Unpaid union official that represents the employees when dealing with management.






4. Minorities in the workplace.






5. Threat of power in order to convince someone to engage in sexual activity.






6. 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.






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






8. 1931. Required federal contracts for construction to specify minimum wage for workers.






9. Encourages teamwork and knowledge transfer among employees.






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






11. Helps manager translate measurement framework from strategic to operational goals.






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






13. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






16. 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.






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






18. Pay by the hour.






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






20. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






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






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






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






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






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






26. Identification of future candidates for future anticipated vacancies.






27. The matching of people with future vacancies.






28. The curve in the scattergram that identifies the worth of jobs and wages.






29. Listening to understand without judgment.






30. 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.






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






32. Understanding the duties of the job.






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






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






35. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.






36. Performance appraisal that seeks evaluation from internal and external customers.






37. Not reporting to work.






38. Belief that things happen due to luck or chance.






39. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






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






41. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






42. Basic individual beliefs about right and wrong.






43. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture






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






45. 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.






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






47. An extremely hard goal - but not impossible to reach.






48. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






49. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






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