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






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






3. Measures the frequency of observed behavior.






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






5. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.






6. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.






7. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.






8. Measures what a person is capable of learning.






9. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.






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






11. 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).






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






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






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






15. Groups of employees who meet to resolve problems and improve the organization.






16. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.






17. Different types of employee complaint resolution procedures.






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






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






20. The number of days in the work week is shortened and the hours per day are longer.






21. Compensation system that equals American money to foreign money on terms of purchasing power.






22. Means that people employed in an organization represent different cultural groups and human qualities.






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






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






25. 1931. Required federal contracts for construction to specify minimum wage for workers.






26. Understanding the duties of the job.






27. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.






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






29. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.






30. Harmful stress that accompanies a feeling of insecurity.






31. Listening to understand without judgment.






32. 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.






33. 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)






34. Long-term(5 years +) planning reserved for the highest levels of management.






35. How an employee perceives his compensation relative to others within the organization.






36. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






37. 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.






38. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.






39. Pay by the hour.






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






41. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






42. Hands-off approach over all decision-making without any further involvement unless asked to participate.






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






44. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.






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






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






47. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






48. 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.






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






50. 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.