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






2. 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.






3. Group assigned with improving quality.






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






5. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.






6. Different types of employee complaint resolution procedures.






7. Hiring through searching and evaluating internal job postings and existing employee files.






8. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.






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






10. 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).






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






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






13. 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.






14. Includes hourly wages - salaries - and bonuses.






15. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.






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






17. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






19. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.






20. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.






21. Minorities in the workplace.






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






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






24. Rating based on having certain characteristics.






25. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






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






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






28. 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.






29. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control






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






31. 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.






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






33. An integrated knowledge within an organization that sets it out from the competition.






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






35. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.






36. Pay according to the number of units produced.






37. 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






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






39. An early retirement incentive in a form of a cash bonus or increased pension.






40. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.






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






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






43. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.






44. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)






45. The degree in which an individual believes they have control of their fate.






46. 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.






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






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






49. Pay by the hour.






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