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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. Measures what a person is capable of learning.
whistleblowing
aptitude tests
defined benefit plan
union steward
2. Union must represent union and nonunion members equally.
fair representation
whistleblowing
four-fifths rule
development assignments
3. Rating based on comparison than a standard.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
job classification system
mixed-standard rating scale
involuntary reduction
4. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.
employment-at-will
social contract ethical decision
trait performance appraisal method
separations
5. Performance appraisal that seeks evaluation from internal and external customers.
locus control
customer appraisal
hot-stove approach
wage and salary survey
6. Removal of something unpleasant for desire behavior.
OSHA form 300
orientation
core competencies
negative reinforcement
7. The knowledge - skills - and abilities required for the job.
job specifications
referent power
compressed workweek
contrast error
8. A resignation suggested by the employer to the employee.
silver handshake
encouraged resignation
error of leniency or strictness
balanced scorecard (BSC)
9. Test that measure what a person can do right now.
reductions-in-force (RIF)
fixed-interval reinforcement
human resource information system
achievement test
10. A decision based on existing norms.
strategic planning
separations
ethnorelativism
social contract ethical decision
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.
coercive leadership
self-directed team
fair representation
Walsh-Healy Act
12. Breeds mistrust in the workplace; fairly excepted practice in private industry.
Americans with Disabilities Act (ADA)
defined benefit plan
absenteeism
pay secrecy
13. Traditional approach to appraisal - a review by management one level higher.
voluntary reduction
manager/supervisor appraisal
values
self-directed team
14. Pay is the same each pay period regardless of hours worked.
motivators
resignation
pay secrecy
salary pay
15. Compensation tied to a reward for effort and performance.
pay for performance standard
job description
four-fifths rule
critical incident method
16. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.
position analysis questionnaire (PAQ)
horizontal career path
labor agreement
adverse impact
17. Theory Z people - those that have reached the self-actualization phase.
compressed workweek
trancenders
management by objectives (MBO)
Civil Rights Act
18. Services provided for workers to deal with problems that interfere with how they do their jobs.
Employee assistance programs (EAP)
restricted policy
trait performance appraisal method
pay equity
19. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.
workforce diversity
mixed-standard rating scale
non-cash compensation
career path
20. Unpaid union official that represents the employees when dealing with management.
referent power
employee involvement (EI) groups
union steward
balance sheet approach
21. 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.
Health Insurance Portability and Accountability Act (HIPAA)
workforce diversity
four-fifths rule
whistleblowing
22. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.
fast tracking
retirement
four-fifths rule
flextime
23. A process to make the job more complex to improve the level of boredom of an oversimplified job.
job enlargement
behavioral performance appraisal method
expert power
red circle rates
24. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
Pregnancy Discrimination Act
Norris-La Guardia Act
repatriation
ethnocentrism
25. 1914. No forbidding the existence of a union.
coercive sexual harassment
horizontal career path
transactional leader
Clayton Act
26. Rewards after a specific number of desired behaviors. Results in high or stable performance.
fixed-ratio reinforcement
behavior observation scales (BOS)
burnout
job enlargement
27. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
preconventional moral development
factor comparison system
virtual team
distress
28. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.
Railway Labor Act
pay grades
inappropriate sexual harassment
informal factors
29. The process of screening - interviewing - and hiring individuals.
Material Safety Data Sheets (MSDS)
pay for performance standard
selection
project team
30. Group assigned with improving quality.
productivity
critical incident method
authorization card
process improvement team
31. Highest level of sexual harassment and would result in a punishable act under the law.
preconventional moral development
criminal sexual harassment
burnout
labor agreement
32. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.
quid pro quo harassment
servant leader
retirement
conventional moral development
33. Belief that things happen due to their own responsibility.
internal locus
Supplemental unemployment benefits (SUBS)
eustress
Long-term disability (LTD) insurance
34. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge
wage curve
partial reinforcement
progressive discipline
servant leader
35. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M
third-country nationals
laissez-faire leadership type
Landrum-Griffin Act
business ethics
36. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
disparate treatment
self-appraisal
pay equity
temporal errors
37. Causes loss of productivity - frustration - or depression.
justice ethical decision
hot-stove approach
strategic planning
burnout
38. Requires the rater to choose from statements that best describe the employee's output.
horizontal career path
reductions-in-force (RIF)
retirement
forced-choice
39. Leadership based on the control that management has over punishing subordinates.
separations
coercive leadership
positive reinforcement
pay equity
40. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.
Walsh-Healy Act
conventional moral development
voluntary reduction
retirement
41. The matching of people with future vacancies.
four-fifths rule
human resource planning
Landrum-Griffin Act
employee involvement (EI) groups
42. Encourages teamwork and knowledge transfer among employees.
safety needs
401(k) savings plan
development assignments
distress
43. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.
value-added compensation
Society for Human Resource Management
charge form
burnout
44. Improvement of job efficiency by simplifying it.
job rotation
Immigration Reform and Control Act
job simplification
piecework pay
45. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.
Health Maintenance Organization (HMO)
flextime
cash balance pension plan
social needs
46. Leadership based on the control that management has over rewarding subordinates.
variable-interval reinforcement
utilitarian ethical decision
reward leadership
balance sheet approach
47. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
achievement test
team appraisal
partial reinforcement
ethnorelativism
48. Identification of future candidates for future anticipated vacancies.
absenteeism
development assignments
critical incident
succession planning
49. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.
protected classes
productivity
partial reinforcement
managing workforce diversity
50. Pay according to the number of units produced.
piecework pay
graphic rating scale
union steward
coercive leadership