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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. A pay attached to acquiring new knowledge or skills.






2. Sexual remarks or actions not targeted at a specific individual.






3. Purposeful discrimination.






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






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






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






7. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.






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






9. 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.






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






11. A resignation suggested by the employer to the employee.






12. Power based on individual expertise.






13. Sexual harassment that is nonthreatening - but causes co-worker discomfort.






14. Group specifically to provide a new product or service.






15. A pension plan in which only the employer funds pensions.






16. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






17. Guarantee of benefits - especially in pension plans.






18. 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)






19. Compensation useful in advancing organizational goals.






20. The on-the-job method of development for new employees. May be formal or informal.






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






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. 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.






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






25. A career path that is hiearchical in nature and consists of interdependent sequential jobs.






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






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






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






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






30. 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.






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






32. Listening to understand without judgment.






33. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.






34. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.






35. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.






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






37. The matching of people with future vacancies.






38. Rating based on comparison than a standard.






39. Involves determining the type and number of individuals needed to get the job done.






40. An uncomfortable environment that interferes with job performance.






41. Voluntary or involuntary reductions in labor.






42. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






43. 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.






44. Union must represent union and nonunion members equally.






45. Leadership based on the control that management has over rewarding subordinates.






46. 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.






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






48. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.






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






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