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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. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge
democratic leadership type
wage curve
progressive discipline
strategic planning
2. How an employee perceives his compensation relative to others within the organization.
fair representation
distributional errors
alternative resolution procedure (ARD)
pay equity
3. Guarantee of benefits - especially in pension plans.
development
vesting
career plateauing
defined benefit plan
4. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.
Society for Human Resource Management
repatriation
Consolidated Omnibus Budget Reconciliation Act (COBRA)
taskforce team
5. Identification of future candidates for future anticipated vacancies.
unencouraged resignation
ego strength
peer appraisal
succession planning
6. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.
voluntary protection program (VPP)
self-appraisal
host country nationals
consumer price index (CPI)
7. Compensation system that equals American money to foreign money on terms of purchasing power.
moral rights ethical decision
arbitrator
balance sheet approach
Landrum-Griffin Act
8. Employees that are not from the home or host country.
disparate treatment
third-country nationals
job description
Medical savings account (MSA)
9. A problem in evaluation due to being compared to someone previously evaluated.
point system
contrast effect
error of leniency or strictness
union steward
10. Reporting criminal activity to the government.
defined contribution plan
employment-at-will
whistleblowing
pay equity
11. Compensation tied to a reward for effort and performance.
pay for performance standard
authorization card
competence based pay
consumer price index (CPI)
12. The act of returning to the country of origin after an international assignement.
repatriation
conventional moral development
salary pay
forced-choice
13. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.
management by objectives (MBO)
halo effect
Material Safety Data Sheets (MSDS)
characteristics model
14. Belief that one culture is superior to another.
charge form
ethnocentrism
stress interview
development assignments
15. The on-the-job method of development for new employees. May be formal or informal.
referent power
computerized job analysis
trait performance appraisal method
orientation
16. Groups of jobs within a class that are paid the same. Used by the federal government.
pay grades
quality circle
job analysis
unencouraged resignation
17. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.
essay
Employee Retirement Income Security Act (ERISA)
competence based pay
job description
18. Accommodation of several cultures.
pluralism
balance sheet approach
learning organization
retirement
19. Separation that is typically planned well in advanced - and are well received - celebratory occasions.
servant leader
transformational leader
retirement
broadbanding
20. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.
resignation
Society for Human Resource Management
preconventional moral development
problem solving appraisal interview
21. Rewards according to random times. Results in moderately high and stable performance.
Hay profile method
variable-interval reinforcement
informal factors
charismatic leader
22. Compensation useful in advancing organizational goals.
Davis-Bacon Act
value-added compensation
burnout
essay
23. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.
utilitarian ethical decision
job evaluation
employment-at-will
point system
24. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.
pay equity
ethnorelativism
strategic planning
cafeteria plans
25. An employer-created fund for laid off employees to draw from on top of unemployment benefits.
Supplemental unemployment benefits (SUBS)
pay secrecy
fast tracking
salary pay
26. A personal disorientation when experiencing an unfamiliar way of life.
culture shock
Supplemental unemployment benefits (SUBS)
informal factors
peer appraisal
27. Sexual remarks or actions not targeted at a specific individual.
project team
generalized sexual harassment
esteem needs
positive reinforcement
28. Minorities in the workplace.
servant leader
EEO-1 Report
separations
protected classes
29. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.
productivity
critical incident method
ethnorelativism
hostile environment
30. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
quid pro quo harassment
recency error
Age Discrimination in Employment Act
essay
31. An organization that is participatory in problem solving - improving - and increasing capabilities.
vertical career path
learning organization
Pregnancy Discrimination Act
core competencies
32. Groups of employees who meet to resolve problems and improve the organization.
employee involvement (EI) groups
utilitarian ethical decision
reward leadership
laissez-faire leadership type
33. Helps manager translate measurement framework from strategic to operational goals.
cash compensation
tell and listen appraisal interview
Older Workers Benefit Protection Act (OWBPA)
balanced scorecard (BSC)
34. A pension plan in which both employer and employee fund pensions.
contributory pension plan
Equal Pay Act
project team
job enlargement
35. Requires the rater to choose from statements that best describe the employee's output.
culture shock
Older Workers Benefit Protection Act (OWBPA)
aptitude tests
forced-choice
36. Belief that things happen due to their own responsibility.
internal locus
Employee Retirement Income Security Act (ERISA)
computerized job analysis
democratic leadership type
37. 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.
job simplification
peer appraisal
balanced scorecard (BSC)
productivity
38. A group of 6-12 that meet regularly to discuss organizational issues.
esteem needs
training
quality circle
job ranking system
39. Developed in response to a majority dominating the workforce.
fair representation
affirmative action
hostile environment
Equal Employment Opportunity Act
40. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
distributional errors
business ethics
competence based pay
positive reinforcement
41. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.
Employee assistance programs (EAP)
Hay profile method
safety needs
position analysis questionnaire (PAQ)
42. Sexual harassment that uses rewards; potential for criminal prosecution.
absenteeism
Family and Medical Leave Act (FMLA)
point system
solicitation sexual harassment
43. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.
hourly pay
diversity awareness training
productivity
balance sheet approach
44. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum
Civil Rights Act
disparate treatment
orientation
results performance appraisal method
45. An appraisal error based on biases of how the information is selected - evaluated - or organized.
value-added compensation
temporal errors
Uniformed Services Employment and Reemployment Act
informal factors
46. 1935. Referred to as the Magna Carta of Labor. Guarantees the right to form labor movements.
pay equity
whistleblowing
Wagner Act (National Labor Relations Act)
charismatic leader
47. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.
Long-term disability (LTD) insurance
transformational leader
hygiene factors
referent power
48. Training designed to make people recognize and address their own prejudices.
diversity awareness training
voluntary protection program (VPP)
recruiting
Worker Adjustment and Restraining Notification (WARN)
49. 1972. Extended Civil Rights Title VII to government workers.
leadership
internal locus
Equal Employment Opportunity Act
competence based pay
50. Improvement of job efficiency by simplifying it.
pay equity
motivators
salary pay
job simplification