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DSST Human Resource Management
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Subjects
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dsst
,
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. The combination of various appraisal systems to give the manager and employee the best view into the performance.
transactional leader
Medical savings account (MSA)
360-degree appraisal
OSHA form 300
2. Encourages teamwork and knowledge transfer among employees.
development assignments
job ranking system
defined contribution plan
401(k) savings plan
3. Leadership based on the control that management has over punishing subordinates.
mixed-standard rating scale
alternative resolution procedure (ARD)
characteristics model
coercive leadership
4. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.
career path
quality circle
pay for performance standard
orientation
5. An interview that places the applicant in a simulated high stress setting to interview the candidate.
Health Maintenance Organization (HMO)
fixed-interval reinforcement
forced-choice
stress interview
6. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.
culture shock
criminal sexual harassment
human resource information system
virtual team
7. 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
Uniformed Services Employment and Reemployment Act
job analysis
McDonnell Douglas Test
contributory pension plan
8. A pension plan in which both employer and employee fund pensions.
eustress
separations
labor agreement
contributory pension plan
9. 1931. Required federal contracts for construction to specify minimum wage for workers.
aptitude tests
pluralism
Davis-Bacon Act
transactional leader
10. Leadership dependent upon one's position within the company.
legitimate leadership
subordinate appraisal
job rotation
hygiene factors
11. 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.
stretch goal
wage curve
graphic rating scale
Walsh-Healy Act
12. Idea that all cultures are inherently equal.
conventional moral development
defined contribution plan
ethnorelativism
Uniform Guidelines on Employee Selection Procedures
13. Understanding the duties of the job.
arbitrator
learning organization
job analysis
Occupational Safety and Health Act (OSHA)
14. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.
error of leniency or strictness
variable-interval reinforcement
coercive sexual harassment
involuntary reduction
15. Developed in response to a majority dominating the workforce.
disparate treatment
point system
affirmative action
compressed workweek
16. 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.
fast tracking
cash balance pension plan
Americans with Disabilities Act (ADA)
horizontal career path
17. Long-term(5 years +) planning reserved for the highest levels of management.
expert power
job analysis
strategic planning
cash compensation
18. Statement authorizing union to act as their representative.
variable-ratio reinforcement
distress
authorization card
positive discipline
19. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
utilitarian ethical decision
reward leadership
active listening
partial reinforcement
20. Belief that things happen due to luck or chance.
functional job analysis (FJA)
whistleblowing
external locus
human resource planning
21. An integrated knowledge within an organization that sets it out from the competition.
Walsh-Healy Act
core competencies
involuntary reduction
postconventional moral development
22. Training designed to make people recognize and address their own prejudices.
workforce diversity
diversity awareness training
fair representation
Hay profile method
23. A neutral third party that will make the binding decision between both parties.
cash compensation
constructive discharge
arbitrator
problem solving appraisal interview
24. The different conditions upon which someone leaves a company; may be voluntary or involuntary.
separations
problem solving appraisal interview
social contract ethical decision
essay
25. Group specifically to provide a new product or service.
manager/supervisor appraisal
project team
wage and salary survey
Clayton Act
26. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.
defined contribution plan
self-appraisal
business ethics
critical incident
27. 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.
criminal sexual harassment
involuntary reduction
Uniform Guidelines on Employee Selection Procedures
recruiting
28. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.
stretch goal
virtual team
self-appraisal
Consolidated Omnibus Budget Reconciliation Act (COBRA)
29. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.
locus control
safety needs
voluntary reduction
Older Workers Benefit Protection Act (OWBPA)
30. An uncomfortable environment that interferes with job performance.
preconventional moral development
conventional moral development
hostile environment
behaviorally anchored rating scale (BARS)
31. 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.
job analysis
locus control
Health Insurance Portability and Accountability Act (HIPAA)
results performance appraisal method
32. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.
recency error
Davis-Bacon Act
employment-at-will
Landrum-Griffin Act
33. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.
Equal Pay Act
cafeteria plans
partial reinforcement
job enrichment
34. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.
social needs
vertical career path
managing workforce diversity
essay
35. Separation that is typically planned well in advanced - and are well received - celebratory occasions.
retirement
contributory pension plan
subordinate appraisal
authoritarian leadership type
36. Requires the rater to choose from statements that best describe the employee's output.
forced-choice
job evaluation
Uniform Guidelines on Employee Selection Procedures
cash compensation
37. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
piecework pay
competence based pay
error of central tendency
consumer price index (CPI)
38. An appraisal error involving groups of ratings given to employees.
behaviorally anchored rating scale (BARS)
justice ethical decision
learning organization
distributional errors
39. 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.
whistleblowing
conventional moral development
cafeteria plans
hygiene factors
40. 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.
charismatic leader
core competencies
career plateauing
employee involvement (EI) groups
41. Pay according to the number of units produced.
piecework pay
host country nationals
manager/supervisor appraisal
quality circle
42. 1914. No forbidding the existence of a union.
affirmative action
Clayton Act
defined benefit plan
point system
43. Test that measure what a person can do right now.
social contract ethical decision
leadership
Hay profile method
achievement test
44. Improvement of job efficiency by simplifying it.
job simplification
Society for Human Resource Management
competence based pay
legitimate leadership
45. The matching of people with future vacancies.
human resource planning
wage curve
cross-functional team
Norris-La Guardia Act
46. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.
labor agreement
Hay profile method
401(k) savings plan
fast tracking
47. 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).
cash balance pension plan
horizontal career path
esteem needs
position analysis questionnaire (PAQ)
48. 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.
business ethics
hygiene factors
Taft-Hartley Act (Labor Management Relations Act)
tell and listen appraisal interview
49. Documents that contain the main information about hazardous material.
constructive discharge
behavior observation scales (BOS)
learning organization
Material Safety Data Sheets (MSDS)
50. Power based on individual expertise.
development
taskforce team
expert power
Employee assistance programs (EAP)
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