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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. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.
strategic planning
culture shock
Medical savings account (MSA)
virtual team
2. 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.
equal employment opportunity (EEO) laws
Walsh-Healy Act
Civil Rights Act
skill-based pay
3. A decision based on existing norms.
cash compensation
servant leader
leadership
social contract ethical decision
4. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.
Fair Labor Standards Act (FLSA)
job analysis
quality circle
characteristics model
5. Method that determines the relative worth of jobs.
Davis-Bacon Act
ethnocentrism
job evaluation
active listening
6. The on-the-job method of development for new employees. May be formal or informal.
mixed-standard rating scale
self-appraisal
orientation
transactional leader
7. Different types of employee complaint resolution procedures.
stress interview
extinction
alternative resolution procedure (ARD)
peer appraisal
8. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.
utilitarian ethical decision
locus control
trait performance appraisal method
discipline
9. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
cash compensation
active listening
disparate treatment
democratic leadership type
10. Leadership dependent upon one's position within the company.
Hay profile method
legitimate leadership
ethnorelativism
position analysis questionnaire (PAQ)
11. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.
virtual team
job rotation
fixed-ratio reinforcement
Norris-La Guardia Act
12. A decision that considers humanity's fundamental rights.
absenteeism
moral rights ethical decision
subordinate appraisal
Taft-Hartley Act (Labor Management Relations Act)
13. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
social contract ethical decision
ego strength
business ethics
functional job analysis (FJA)
14. Consists of vertical scales for each dimension of employee's performance.
balance sheet approach
pay grades
cash balance pension plan
behaviorally anchored rating scale (BARS)
15. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.
authoritarian leadership type
Family and Medical Leave Act (FMLA)
Executive Order 11246
ethnorelativism
16. Rewards according to random times. Results in moderately high and stable performance.
external locus
generalized sexual harassment
labor agreement
variable-interval reinforcement
17. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.
self-appraisal
cross-functional team
voluntary reduction
Clayton Act
18. A report companies with 100 or more employees must fill out annually to determine workforce composition.
halo effect
mixed-standard rating scale
negative reinforcement
EEO-1 Report
19. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.
ethnocentrism
Uniform Guidelines on Employee Selection Procedures
four-fifths rule
Norris-La Guardia Act
20. Documents that contain the main information about hazardous material.
selection
Worker Adjustment and Restraining Notification (WARN)
Uniformed Services Employment and Reemployment Act
Material Safety Data Sheets (MSDS)
21. Groups of employees who meet to resolve problems and improve the organization.
employee involvement (EI) groups
hostile environment
structured interview
informal factors
22. Threat of power in order to convince someone to engage in sexual activity.
coercive sexual harassment
aptitude tests
third-country nationals
selection
23. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
Pregnancy Discrimination Act
quid pro quo harassment
cafeteria plans
vertical career path
24. 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.
team appraisal
cash balance pension plan
business ethics
host country nationals
25. Requires the rater to choose from statements that best describe the employee's output.
strategic planning
broadbanding
forced-choice
self-appraisal
26. Measures the frequency of observed behavior.
critical incident
behavior observation scales (BOS)
wage curve
360-degree appraisal
27. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.
distributional errors
value-added compensation
Equal Pay Act
burnout
28. Helps manager translate measurement framework from strategic to operational goals.
balanced scorecard (BSC)
customer appraisal
Taft-Hartley Act (Labor Management Relations Act)
retirement
29. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
peer appraisal
red circle rates
trait performance appraisal method
Civil Rights Act
30. The process of screening - interviewing - and hiring individuals.
selection
variable-ratio reinforcement
reward leadership
Uniform Guidelines on Employee Selection Procedures
31. 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.
Long-term disability (LTD) insurance
broadbanding
wage curve
career plateauing
32. 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.
structured interview
Family and Medical Leave Act (FMLA)
customer appraisal
individualistic ethical decision
33. Encourages teamwork and knowledge transfer among employees.
disparate treatment
development assignments
accountability
cafeteria plans
34. Payment rates above the pay range.
authorization card
red circle rates
graphic rating scale
negative reinforcement
35. A process to make the job more complex to improve the level of boredom of an oversimplified job.
Equal Employment Opportunity Act
value-added compensation
Occupational Safety and Health Act (OSHA)
job enlargement
36. Harassment based on employment decisions; an economic or position consequence for noncompliance.
quid pro quo harassment
Bona Fide Occupational Qualification (BFOQ)
Taft-Hartley Act (Labor Management Relations Act)
mixed-standard rating scale
37. Power based on individual expertise.
expert power
compressed workweek
Uniformed Services Employment and Reemployment Act
culture shock
38. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.
Uniform Guidelines on Employee Selection Procedures
critical incident method
recruiting
Hay profile method
39. 1994. Jobs are protected for those that go on short military service.
Pregnancy Discrimination Act
Uniformed Services Employment and Reemployment Act
Long-term disability (LTD) insurance
criminal sexual harassment
40. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.
error of leniency or strictness
401(k) savings plan
essay
quality circle
41. Harmful stress that accompanies a feeling of insecurity.
distress
Wagner Act (National Labor Relations Act)
conventional moral development
alternative resolution procedure (ARD)
42. 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.
aptitude tests
strategic diversity management
error of leniency or strictness
Health Insurance Portability and Accountability Act (HIPAA)
43. Union must represent union and nonunion members equally.
self-actualization
fair representation
negative reinforcement
computerized job analysis
44. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline
development assignments
contributory pension plan
factor comparison system
hot-stove approach
45. A career path that is hiearchical in nature and consists of interdependent sequential jobs.
balanced scorecard (BSC)
process improvement team
vertical career path
vesting
46. Groups of jobs within a class that are paid the same. Used by the federal government.
tell and listen appraisal interview
authoritarian leadership type
pay grades
hourly pay
47. Various software programs that write job description and specifications based on job analysis.
customer appraisal
pay equity
postconventional moral development
computerized job analysis
48. Cost of living that measures the average prices of products and services over time.
Medical savings account (MSA)
consumer price index (CPI)
external locus
justice ethical decision
49. 1972. Extended Civil Rights Title VII to government workers.
Equal Employment Opportunity Act
pay for performance standard
employee involvement (EI) groups
strategic diversity management
50. Rewards after a specific number of desired behaviors. Results in high or stable performance.
fixed-interval reinforcement
fixed-ratio reinforcement
orientation
horizontal career path
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