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DSST Human Resource Management
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dsst
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business-skills
Instructions:
Answer 50 questions in 15 minutes.
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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. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.
safety needs
charismatic leader
tell and sell appraisal interview
functional job analysis (FJA)
2. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
defined contribution plan
Employee Retirement Income Security Act (ERISA)
involuntary reduction
behavioral performance appraisal method
3. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.
internal locus
Uniformed Services Employment and Reemployment Act
transactional leader
red circle rates
4. Threat of power in order to convince someone to engage in sexual activity.
Fair Labor Standards Act (FLSA)
critical incident method
Landrum-Griffin Act
coercive sexual harassment
5. Basic individual beliefs about right and wrong.
values
project team
Equal Employment Opportunity Act
Worker Adjustment and Restraining Notification (WARN)
6. 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.
defined contribution plan
tell and listen appraisal interview
discipline
human resource information system
7. Highly trained workers that are a group that perform interdependent tasks.
self-directed team
selection
virtual team
pay for performance standard
8. A pension plan in which both employer and employee fund pensions.
contributory pension plan
postconventional moral development
union steward
training
9. Method that determines the relative worth of jobs.
job evaluation
recency error
encouraged resignation
positive reinforcement
10. The matching of people with future vacancies.
justice ethical decision
referent power
silver handshake
human resource planning
11. The curve in the scattergram that identifies the worth of jobs and wages.
process improvement team
coercive leadership
wage curve
four-fifths rule
12. An organization that has generated a list of recommendation for executing an effective diversity initiative.
human resource information system
Society for Human Resource Management
preconventional moral development
laissez-faire leadership type
13. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
separations
democratic leadership type
variable-interval reinforcement
continuous reinforcement
14. An appraisal error based on biases of how the information is selected - evaluated - or organized.
job specifications
behavioral performance appraisal method
temporal errors
fair representation
15. 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.
Clayton Act
Family and Medical Leave Act (FMLA)
peer appraisal
structured interview
16. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.
culture shock
peer appraisal
unstructured interview
Equal Employment Opportunity Act
17. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.
functional job analysis (FJA)
fast tracking
problem solving appraisal interview
hygiene factors
18. 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.
horizontal career path
wage curve
leadership
Worker Adjustment and Restraining Notification (WARN)
19. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.
development
adverse impact
voluntary reduction
similar to me error
20. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.
safety needs
Worker Adjustment and Restraining Notification (WARN)
burnout
Taft-Hartley Act (Labor Management Relations Act)
21. Advancing to the next level in the minimum time required in the current position.
Davis-Bacon Act
Employee Retirement Income Security Act (ERISA)
solicitation sexual harassment
fast tracking
22. An appraisal distributional error where the rater is reluctant to give high or low marks.
variable-ratio reinforcement
partial reinforcement
error of central tendency
Society for Human Resource Management
23. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.
Immigration Reform and Control Act
resignation
job sharing
workforce diversity
24. Insurance that pays for nursing homes and medical-related costs to old age and illness.
job enlargement
recruiting
Material Safety Data Sheets (MSDS)
Long-term disability (LTD) insurance
25. Group assigned with improving quality.
process improvement team
Long-term disability (LTD) insurance
active listening
internal locus
26. Power derived from the degree in which one is admired and people want to emulate them.
Uniform Guidelines on Employee Selection Procedures
punishment
Society for Human Resource Management
referent power
27. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control
learning organization
discipline
restricted policy
authorization card
28. 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.
Bona Fide Occupational Qualification (BFOQ)
job enrichment
cash compensation
results performance appraisal method
29. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
external locus
point system
distributional errors
unencouraged resignation
30. Voluntary or involuntary reductions in labor.
competence based pay
career plateauing
reductions-in-force (RIF)
disparate treatment
31. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.
position analysis questionnaire (PAQ)
halo effect
third-country nationals
disparate treatment
32. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.
401(k) savings plan
referent power
productivity
servant leader
33. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.
continuous reinforcement
constructive discharge
third-country nationals
progressive discipline
34. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.
laissez-faire leadership type
leadership
team appraisal
taskforce team
35. The number of days in the work week is shortened and the hours per day are longer.
resignation
consumer price index (CPI)
achievement test
compressed workweek
36. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
human resource planning
Civil Rights Act
voluntary protection program (VPP)
informal factors
37. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.
core competencies
Railway Labor Act
job ranking system
job classification system
38. The survey of the wages paid to employees with similar skill sets in a labor market. The Bureau of Labor Statistics publishes a reliable one.
criminal sexual harassment
Taft-Hartley Act (Labor Management Relations Act)
locus control
wage and salary survey
39. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.
fixed-interval reinforcement
strategic diversity management
contributory pension plan
distributional errors
40. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge
balance sheet approach
error of central tendency
union steward
progressive discipline
41. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
factor comparison system
negative reinforcement
manager/supervisor appraisal
hygiene factors
42. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..
solicitation sexual harassment
safety needs
Supplemental unemployment benefits (SUBS)
behavioral performance appraisal method
43. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
essay
Pregnancy Discrimination Act
involuntary reduction
encouraged resignation
44. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.
broadbanding
motivators
functional job analysis (FJA)
pay equity
45. Purposeful discrimination.
virtual team
quid pro quo harassment
disparate treatment
criminal sexual harassment
46. A pension plan in which only the employer funds pensions.
authorization card
project team
noncontributory pension plan
democratic leadership type
47. Hiring through searching and evaluating internal job postings and existing employee files.
selection
broadbanding
quality circle
internal selection
48. Rewards after a specific number of desired behaviors. Results in high or stable performance.
referent power
job simplification
transformational leader
fixed-ratio reinforcement
49. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
Taft-Hartley Act (Labor Management Relations Act)
peer appraisal
union steward
50. 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).
Material Safety Data Sheets (MSDS)
cash balance pension plan
reward leadership
active listening
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