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. Pay according to the number of units produced.






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






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






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






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






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






7. Belief that one culture is superior to another.






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






9. 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.






10. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.






11. Teaching long-term skills.






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






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






14. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.






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






16. An appraisal error involving groups of ratings given to employees.






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






18. Leadership dependent upon one's position within the company.






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






20. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.






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






22. Reward given for desired behavior.






23. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.






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






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






26. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M






27. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline






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






29. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.






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






31. Statement authorizing union to act as their representative.






32. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum






33. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge






34. 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.






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






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






37. Basic individual beliefs about right and wrong.






38. Developed in response to a majority dominating the workforce.






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






40. Pay by the hour.






41. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.






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






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






44. A method that evaluates based on: 1. Knowledge 2. Accountability 3. Mental Activity (KAMA)






45. 1931. Required federal contracts for construction to specify minimum wage for workers.






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






47. Removal of something unpleasant for desire behavior.






48. A neutral third party that will make the binding decision between both parties.






49. 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






50. 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.