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






2. A use of motivators to increase satisfaction.






3. A pension plan in which the amount is specific.






4. Rewards according to a random number of behaviors. Results in very high performance.






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






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






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






8. The different conditions upon which someone leaves a company; may be voluntary or involuntary.






9. 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.






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






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






12. 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.






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






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






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






16. A group with mix of specialists that are assigned rather than voluntary membership.






17. Improvement of job efficiency by simplifying it.






18. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.






19. Method that determines the relative worth of jobs.






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






21. The matching of people with future vacancies.






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






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






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






25. A resignation in which an employee chooses to resign without provocation from the employer.






26. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.






27. An uncomfortable environment that interferes with job performance.






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






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






30. 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.






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






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






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






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






35. 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






36. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.






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






38. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.






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






40. Purposeful discrimination.






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






42. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.






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






44. An interview that places the applicant in a simulated high stress setting to interview the candidate.






45. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;






46. 1978. No discrimination based on pregnancy - childbirth - and related conditions.






47. Pay is the same each pay period regardless of hours worked.






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






49. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.






50. Rating based on having certain characteristics.