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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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study here
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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. Unpaid union official that represents the employees when dealing with management.
quality circle
core competencies
Employee Retirement Income Security Act (ERISA)
union steward
2. Developed in response to a majority dominating the workforce.
social needs
hourly pay
affirmative action
labor agreement
3. Advancing to the next level in the minimum time required in the current position.
four-fifths rule
fast tracking
equal employment opportunity (EEO) laws
balanced scorecard (BSC)
4. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.
utilitarian ethical decision
job description
continuous reinforcement
generalized sexual harassment
5. 1994. Jobs are protected for those that go on short military service.
Uniformed Services Employment and Reemployment Act
voluntary reduction
horizontal career path
safety needs
6. A career path that is hiearchical in nature and consists of interdependent sequential jobs.
culture shock
job enrichment
vertical career path
Wagner Act (National Labor Relations Act)
7. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
401(k) savings plan
pay equity
voluntary protection program (VPP)
Civil Rights Act
8. Leadership based on the control that management has over rewarding subordinates.
career path
alternative resolution procedure (ARD)
Material Safety Data Sheets (MSDS)
reward leadership
9. An organization that is participatory in problem solving - improving - and increasing capabilities.
learning organization
Worker Adjustment and Restraining Notification (WARN)
Railway Labor Act
Society for Human Resource Management
10. 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.
recruiting
stress interview
encouraged resignation
functional job analysis (FJA)
11. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.
job rotation
problem solving appraisal interview
job specifications
solicitation sexual harassment
12. Evidence suggesting selection precludes members from protected classes.
strategic planning
ego strength
compressed workweek
restricted policy
13. A report companies with 100 or more employees must fill out annually to determine workforce composition.
EEO-1 Report
structured interview
hot-stove approach
balance sheet approach
14. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.
safety needs
critical incident
telecommuting
charge form
15. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.
Executive Order 11246
Clayton Act
job enlargement
pay grades
16. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.
position analysis questionnaire (PAQ)
succession planning
leadership
tell and listen appraisal interview
17. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.
succession planning
continuous reinforcement
managing workforce diversity
expert power
18. 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.
variable-ratio reinforcement
tell and sell appraisal interview
hygiene factors
flextime
19. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.
trait performance appraisal method
extinction
pluralism
encouraged resignation
20. Test that measure what a person can do right now.
achievement test
position analysis questionnaire (PAQ)
Material Safety Data Sheets (MSDS)
critical incident
21. Minorities in the workplace.
protected classes
job specifications
separations
silver handshake
22. A leader who works to fulfill subordinates' needs and goals as well as to achieve the organization's larger mission; the needs of others are placed above the leader's own needs.
servant leader
managing workforce diversity
positive reinforcement
continuous reinforcement
23. The curve in the scattergram that identifies the worth of jobs and wages.
Civil Rights Act
halo effect
factor comparison system
wage curve
24. Power derived from the degree in which one is admired and people want to emulate them.
voluntary protection program (VPP)
hygiene factors
referent power
vertical career path
25. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.
subordinate appraisal
trancenders
broadbanding
Uniform Guidelines on Employee Selection Procedures
26. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.
Older Workers Benefit Protection Act (OWBPA)
stress interview
safety needs
job classification system
27. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
job enrichment
balanced scorecard (BSC)
job simplification
Pregnancy Discrimination Act
28. The ability to influence people to achieve goals for the organization.
behavior checklist
job rotation
workforce diversity
leadership
29. Hands-off approach over all decision-making without any further involvement unless asked to participate.
Occupational Safety and Health Act (OSHA)
Employee Retirement Income Security Act (ERISA)
Health Insurance Portability and Accountability Act (HIPAA)
laissez-faire leadership type
30. Groups of jobs within a class that are paid the same. Used by the federal government.
pay grades
Preferred Provider Organization (PPO)
restricted policy
diversity awareness training
31. Method that determines the relative worth of jobs.
point system
disparate treatment
job evaluation
charge form
32. Long-term(5 years +) planning reserved for the highest levels of management.
Medical savings account (MSA)
strategic planning
Older Workers Benefit Protection Act (OWBPA)
internal selection
33. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.
tell and sell appraisal interview
McDonnell Douglas Test
union steward
ethnorelativism
34. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.
reward leadership
defined benefit plan
behavioral performance appraisal method
Norris-La Guardia Act
35. Accommodation of several cultures.
pluralism
wage curve
protected classes
Health Insurance Portability and Accountability Act (HIPAA)
36. Systems that provide data for Human Resource control and decision making.
partial reinforcement
authoritarian leadership type
human resource information system
Taft-Hartley Act (Labor Management Relations Act)
37. Removal of something unpleasant for desire behavior.
charismatic leader
union steward
negative reinforcement
productivity
38. Documents that contain the main information about hazardous material.
Uniform Guidelines on Employee Selection Procedures
arbitrator
Material Safety Data Sheets (MSDS)
peer appraisal
39. Rewards according to random times. Results in moderately high and stable performance.
pay secrecy
variable-interval reinforcement
self-actualization
fixed-interval reinforcement
40. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.
motivators
silver handshake
hourly pay
red circle rates
41. Highest level of sexual harassment and would result in a punishable act under the law.
error of central tendency
eustress
aptitude tests
criminal sexual harassment
42. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
pay grades
quality circle
extinction
factor comparison system
43. Giving something unpleasant for an undesired behavior.
punishment
McDonnell Douglas Test
essay
referent power
44. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.
structured interview
achievement test
Medical savings account (MSA)
absenteeism
45. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.
Uniform Guidelines on Employee Selection Procedures
critical incident method
similar to me error
McDonnell Douglas Test
46. An appraisal distributional error where the rater is reluctant to give high or low marks.
restricted policy
Consolidated Omnibus Budget Reconciliation Act (COBRA)
error of central tendency
team appraisal
47. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.
development
resignation
motivators
ego strength
48. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.
career path
development
contrast effect
voluntary reduction
49. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..
behavioral performance appraisal method
authoritarian leadership type
individualistic ethical decision
selection
50. A group of 6-12 that meet regularly to discuss organizational issues.
quality circle
absenteeism
job analysis
transactional leader
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