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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. 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.
pay grades
Employee assistance programs (EAP)
ego strength
peer appraisal
2. A group with mix of specialists that are assigned rather than voluntary membership.
cross-functional team
self-appraisal
pay secrecy
peer appraisal
3. Reward given for desired behavior.
temporal errors
disparate treatment
positive reinforcement
internal locus
4. Two part-time employees share one full time position.
Material Safety Data Sheets (MSDS)
job sharing
eustress
coercive leadership
5. The different conditions upon which someone leaves a company; may be voluntary or involuntary.
core competencies
broadbanding
human resource planning
separations
6. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
Worker Adjustment and Restraining Notification (WARN)
training
voluntary protection program (VPP)
legitimate leadership
7. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.
Employee Retirement Income Security Act (ERISA)
mixed-standard rating scale
adverse impact
similar to me error
8. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.
charismatic leader
contrast error
utilitarian ethical decision
referent power
9. A communication of strong and weak points of the employee's performance - and then in which the employee responds with his feelings about the appraisal.
behavior checklist
cash compensation
tell and listen appraisal interview
functional job analysis (FJA)
10. 1914. No forbidding the existence of a union.
job evaluation
mixed-standard rating scale
Clayton Act
encouraged resignation
11. 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
broadbanding
Executive Order 11246
charismatic leader
12. Leadership dependent upon one's position within the company.
legitimate leadership
stress interview
informal factors
pay for performance standard
13. Hands-off approach over all decision-making without any further involvement unless asked to participate.
recency error
temporal errors
laissez-faire leadership type
extinction
14. Home country nationals that are employees who live and work in a different country than their own.
fast tracking
internal locus
expatriates
hygiene factors
15. The idea that people with authority are subject to reporting to superiors.
wage and salary survey
reward leadership
training
accountability
16. Team formed to solve a major organizational issue.
unencouraged resignation
peer appraisal
positive reinforcement
taskforce team
17. Understanding the duties of the job.
adverse impact
burnout
cash compensation
job analysis
18. Listening to understand without judgment.
charge form
active listening
wage and salary survey
structured interview
19. Employees that are not from the home or host country.
diversity awareness training
leadership
pay secrecy
third-country nationals
20. Various software programs that write job description and specifications based on job analysis.
reductions-in-force (RIF)
computerized job analysis
subordinate appraisal
external locus
21. Groups of employees who meet to resolve problems and improve the organization.
employee involvement (EI) groups
balanced scorecard (BSC)
defined benefit plan
Preferred Provider Organization (PPO)
22. A process to make the job more complex to improve the level of boredom of an oversimplified job.
negative reinforcement
union steward
self-appraisal
job enlargement
23. Belief that things happen due to their own responsibility.
Pregnancy Discrimination Act
arbitrator
internal locus
selection
24. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.
fixed-interval reinforcement
Norris-La Guardia Act
hourly pay
job enlargement
25. A problem in evaluation due to being compared to someone previously evaluated.
contrast effect
Americans with Disabilities Act (ADA)
fair representation
OSHA form 300
26. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture
inappropriate sexual harassment
positive reinforcement
job evaluation
Occupational Safety and Health Act (OSHA)
27. Sexual remarks or actions not targeted at a specific individual.
Health Insurance Portability and Accountability Act (HIPAA)
silver handshake
social contract ethical decision
generalized sexual harassment
28. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline
distress
Long-term disability (LTD) insurance
esteem needs
hot-stove approach
29. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.
characteristics model
leadership
third-country nationals
error of leniency or strictness
30. Withdrawal of a reward.
cash compensation
productivity
extinction
Hay profile method
31. Means that people employed in an organization represent different cultural groups and human qualities.
restricted policy
workforce diversity
recency error
arbitrator
32. A report companies with 100 or more employees must fill out annually to determine workforce composition.
EEO-1 Report
positive reinforcement
taskforce team
referent power
33. Giving something unpleasant for an undesired behavior.
human resource planning
characteristics model
punishment
reductions-in-force (RIF)
34. Teaching long-term skills.
Uniform Guidelines on Employee Selection Procedures
Clayton Act
union steward
development
35. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.
halo effect
contrast error
legitimate leadership
workforce diversity
36. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.
strategic diversity management
burnout
defined contribution plan
reductions-in-force (RIF)
37. Involves determining the type and number of individuals needed to get the job done.
servant leader
job analysis
positive reinforcement
separations
38. Statement authorizing union to act as their representative.
career plateauing
Railway Labor Act
learning organization
authorization card
39. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.
transactional leader
pay for performance standard
horizontal career path
position analysis questionnaire (PAQ)
40. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.
McDonnell Douglas Test
job ranking system
job analysis
Consolidated Omnibus Budget Reconciliation Act (COBRA)
41. Hiring through searching and evaluating internal job postings and existing employee files.
job specifications
OSHA form 300
internal selection
reward leadership
42. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
customer appraisal
human resource planning
burnout
self-appraisal
43. A decision based on existing norms.
cross-functional team
social contract ethical decision
results performance appraisal method
hourly pay
44. Collapses traditional salary grades into a few wide bands and helps eliminate obsession with grades and gives management an enhanced ability to reward on performance.
preconventional moral development
hot-stove approach
broadbanding
hygiene factors
45. Method that determines the relative worth of jobs.
justice ethical decision
reductions-in-force (RIF)
job evaluation
Occupational Safety and Health Act (OSHA)
46. Services provided for workers to deal with problems that interfere with how they do their jobs.
Employee assistance programs (EAP)
Bona Fide Occupational Qualification (BFOQ)
cross-functional team
Equal Pay Act
47. Test used by courts to assess merits of prima facie case of disparate treatment when lacking evidence - requires plaintiff to show he: 1. belongs to protected group -2. has applied and is qualified - 3. was rejected despite qualifications - and 4. th
Uniform Guidelines on Employee Selection Procedures
self-directed team
development assignments
McDonnell Douglas Test
48. Accommodation of several cultures.
laissez-faire leadership type
employment-at-will
training
pluralism
49. Performance appraisal that seeks evaluation from internal and external customers.
customer appraisal
Bona Fide Occupational Qualification (BFOQ)
McDonnell Douglas Test
resignation
50. The combination of various appraisal systems to give the manager and employee the best view into the performance.
similar to me error
360-degree appraisal
transactional leader
manager/supervisor appraisal