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Test your basic knowledge |
DSST Human Resource Management
Start Test
Study First
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. Systems that provide data for Human Resource control and decision making.
labor agreement
job description
human resource information system
third-country nationals
2. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.
taskforce team
fixed-ratio reinforcement
Medical savings account (MSA)
piecework pay
3. Insurance that pays for nursing homes and medical-related costs to old age and illness.
criminal sexual harassment
problem solving appraisal interview
Long-term disability (LTD) insurance
restricted policy
4. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.
value-added compensation
extinction
Wagner Act (National Labor Relations Act)
Americans with Disabilities Act (ADA)
5. The process of screening - interviewing - and hiring individuals.
compressed workweek
ego strength
selection
position analysis questionnaire (PAQ)
6. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.
Worker Adjustment and Restraining Notification (WARN)
affirmative action
compressed workweek
selection
7. Belief that things happen due to luck or chance.
Occupational Safety and Health Act (OSHA)
external locus
human resource planning
inappropriate sexual harassment
8. Idea that all cultures are inherently equal.
vesting
ethnorelativism
401(k) savings plan
trait performance appraisal method
9. 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.
career path
Norris-La Guardia Act
strategic planning
hygiene factors
10. Highest level of sexual harassment and would result in a punishable act under the law.
behavior observation scales (BOS)
postconventional moral development
criminal sexual harassment
learning organization
11. The act of returning to the country of origin after an international assignement.
Health Insurance Portability and Accountability Act (HIPAA)
repatriation
host country nationals
job classification system
12. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
fast tracking
competence based pay
Equal Pay Act
horizontal career path
13. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
Society for Human Resource Management
strategic planning
Civil Rights Act
repatriation
14. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.
reward leadership
manager/supervisor appraisal
esteem needs
Uniformed Services Employment and Reemployment Act
15. Services provided for workers to deal with problems that interfere with how they do their jobs.
quid pro quo harassment
Employee assistance programs (EAP)
trancenders
postconventional moral development
16. Teaching long-term skills.
physiological needs
self-directed team
development
Health Insurance Portability and Accountability Act (HIPAA)
17. Cost of living that measures the average prices of products and services over time.
consumer price index (CPI)
ethnocentrism
Family and Medical Leave Act (FMLA)
Equal Pay Act
18. The different conditions upon which someone leaves a company; may be voluntary or involuntary.
quality circle
separations
flextime
constructive discharge
19. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.
job classification system
taskforce team
Pregnancy Discrimination Act
utilitarian ethical decision
20. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.
cash compensation
Uniform Guidelines on Employee Selection Procedures
postconventional moral development
eustress
21. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
structured interview
problem solving appraisal interview
wage curve
Pregnancy Discrimination Act
22. An appraisal error involving groups of ratings given to employees.
labor agreement
behaviorally anchored rating scale (BARS)
strategic planning
distributional errors
23. Documents that contain the main information about hazardous material.
Material Safety Data Sheets (MSDS)
social contract ethical decision
succession planning
hostile environment
24. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.
Railway Labor Act
self-directed team
structured interview
red circle rates
25. A code of moral principles and values that govern organizational behavior.
wage curve
preconventional moral development
productivity
business ethics
26. Rating based on having certain characteristics.
graphic rating scale
McDonnell Douglas Test
Age Discrimination in Employment Act
job ranking system
27. Union must represent union and nonunion members equally.
fair representation
functional job analysis (FJA)
legitimate leadership
culture shock
28. Voluntary or involuntary reductions in labor.
reductions-in-force (RIF)
self-appraisal
Family and Medical Leave Act (FMLA)
arbitrator
29. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.
Long-term disability (LTD) insurance
accountability
trait performance appraisal method
graphic rating scale
30. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.
employment-at-will
error of central tendency
broadbanding
noncontributory pension plan
31. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.
employment-at-will
tell and listen appraisal interview
job description
Civil Rights Act
32. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..
functional job analysis (FJA)
noncontributory pension plan
behavioral performance appraisal method
fair representation
33. Group assigned with improving quality.
process improvement team
utilitarian ethical decision
Long-term disability (LTD) insurance
red circle rates
34. 1972. Extended Civil Rights Title VII to government workers.
ego strength
Equal Employment Opportunity Act
job evaluation
Railway Labor Act
35. Withdrawal of a reward.
internal locus
justice ethical decision
pluralism
extinction
36. Identification of future candidates for future anticipated vacancies.
expatriates
management by objectives (MBO)
succession planning
forced-choice
37. Long-term(5 years +) planning reserved for the highest levels of management.
customer appraisal
Immigration Reform and Control Act
strategic planning
results performance appraisal method
38. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
voluntary protection program (VPP)
eustress
conventional moral development
similar to me error
39. Removal of something unpleasant for desire behavior.
positive reinforcement
negative reinforcement
hostile environment
job evaluation
40. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.
stress interview
contributory pension plan
absenteeism
utilitarian ethical decision
41. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.
fixed-ratio reinforcement
problem solving appraisal interview
continuous reinforcement
Walsh-Healy Act
42. A group with mix of specialists that are assigned rather than voluntary membership.
telecommuting
cross-functional team
job sharing
Equal Pay Act
43. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.
customer appraisal
charismatic leader
trait performance appraisal method
training
44. Rewards according to random times. Results in moderately high and stable performance.
behavior checklist
job specifications
variable-interval reinforcement
distributional errors
45. Sexual remarks or actions not targeted at a specific individual.
ethnocentrism
coercive leadership
generalized sexual harassment
voluntary protection program (VPP)
46. Traditional approach to appraisal - a review by management one level higher.
coercive sexual harassment
manager/supervisor appraisal
job classification system
labor agreement
47. Rewards according to a specific time interval. Results in average and irregular performance.
succession planning
fixed-interval reinforcement
reward leadership
job classification system
48. The on-the-job method of development for new employees. May be formal or informal.
cross-functional team
orientation
self-directed team
job ranking system
49. 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.
affirmative action
vertical career path
Bona Fide Occupational Qualification (BFOQ)
taskforce team
50. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
process improvement team
restricted policy
partial reinforcement
servant leader