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






2. Basic individual beliefs about right and wrong.






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






4. Highly trained workers that are a group that perform interdependent tasks.






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






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






7. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.






8. Reward given for desired behavior.






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






10. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.






11. Harmful stress that accompanies a feeling of insecurity.






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






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






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






15. 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.






16. Withdrawal of a reward.






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






18. A personal disorientation when experiencing an unfamiliar way of life.






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






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






21. Documents that contain the main information about hazardous material.






22. 1931. Required federal contracts for construction to specify minimum wage for workers.






23. Theory Z people - those that have reached the self-actualization phase.






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






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






26. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.






27. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.






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






29. The act of returning to the country of origin after an international assignement.






30. A pay attached to acquiring new knowledge or skills.






31. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.






32. 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.






33. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.






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






35. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.






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






37. Not reporting to work.






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






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






40. Includes hourly wages - salaries - and bonuses.






41. The knowledge - skills - and abilities required for the job.






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






43. 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






44. Identification of future candidates for future anticipated vacancies.






45. Employees that are not from the home or host country.






46. 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.






47. Belief that one culture is superior to another.






48. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.






49. Harassment based on employment decisions; an economic or position consequence for noncompliance.






50. Rewards according to random times. Results in moderately high and stable performance.