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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. Harassment based on employment decisions; an economic or position consequence for noncompliance.
quid pro quo harassment
defined contribution plan
human resource information system
contrast error
2. Statement authorizing union to act as their representative.
authorization card
Pregnancy Discrimination Act
negative reinforcement
cafeteria plans
3. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.
training
cafeteria plans
Fair Labor Standards Act (FLSA)
process improvement team
4. Leadership based on the control that management has over punishing subordinates.
positive discipline
360-degree appraisal
business ethics
coercive leadership
5. Groups of jobs within a class that are paid the same. Used by the federal government.
cross-functional team
pay grades
vertical career path
360-degree appraisal
6. 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.
management by objectives (MBO)
job classification system
utilitarian ethical decision
broadbanding
7. Binding document with terms or conditions or rules.
telecommuting
results performance appraisal method
career plateauing
labor agreement
8. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
point system
values
leadership
charge form
9. Purposeful discrimination.
career path
Equal Employment Opportunity Act
disparate treatment
mixed-standard rating scale
10. Reporting criminal activity to the government.
adverse impact
whistleblowing
accountability
reward leadership
11. A report companies with 100 or more employees must fill out annually to determine workforce composition.
whistleblowing
Medical savings account (MSA)
EEO-1 Report
reductions-in-force (RIF)
12. The rater checks statements on a list that he believes are characteristic of the employee.
similar to me error
strategic planning
behavior checklist
workforce diversity
13. Means that people employed in an organization represent different cultural groups and human qualities.
retirement
workforce diversity
resignation
self-appraisal
14. Rewards after a specific number of desired behaviors. Results in high or stable performance.
managing workforce diversity
fixed-ratio reinforcement
management by objectives (MBO)
Health Maintenance Organization (HMO)
15. Reward given for desired behavior.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
coercive leadership
positive reinforcement
Wagner Act (National Labor Relations Act)
16. The degree in which an individual believes they have control of their fate.
locus control
restricted policy
development
cafeteria plans
17. The number of days in the work week is shortened and the hours per day are longer.
behavior checklist
unencouraged resignation
compressed workweek
Bona Fide Occupational Qualification (BFOQ)
18. A resignation in which an employee chooses to resign without provocation from the employer.
self-actualization
unencouraged resignation
tell and listen appraisal interview
transactional leader
19. An extremely hard goal - but not impossible to reach.
Material Safety Data Sheets (MSDS)
stretch goal
recruiting
social contract ethical decision
20. A group of 6-12 that meet regularly to discuss organizational issues.
quality circle
referent power
Walsh-Healy Act
contrast error
21. Consists of vertical scales for each dimension of employee's performance.
Norris-La Guardia Act
equal employment opportunity (EEO) laws
behaviorally anchored rating scale (BARS)
vesting
22. A problem in evaluation due to being compared to someone previously evaluated.
job classification system
contrast effect
partial reinforcement
unencouraged resignation
23. Groups of employees who meet to resolve problems and improve the organization.
ethnocentrism
orientation
succession planning
employee involvement (EI) groups
24. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.
core competencies
quality circle
error of leniency or strictness
social needs
25. Pay is the same each pay period regardless of hours worked.
democratic leadership type
active listening
salary pay
voluntary protection program (VPP)
26. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.
development
essay
self-appraisal
job rotation
27. Various software programs that write job description and specifications based on job analysis.
democratic leadership type
continuous reinforcement
recency error
computerized job analysis
28. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.
internal selection
individualistic ethical decision
social needs
Railway Labor Act
29. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.
job analysis
managing workforce diversity
restricted policy
Employee Retirement Income Security Act (ERISA)
30. A pay attached to acquiring new knowledge or skills.
social contract ethical decision
active listening
compressed workweek
skill-based pay
31. Giving something unpleasant for an undesired behavior.
Civil Rights Act
accountability
punishment
Uniform Guidelines on Employee Selection Procedures
32. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
error of leniency or strictness
Age Discrimination in Employment Act
transformational leader
repatriation
33. The knowledge - skills - and abilities required for the job.
contrast error
expert power
stretch goal
job specifications
34. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.
self-actualization
360-degree appraisal
unencouraged resignation
contrast effect
35. Group specifically to provide a new product or service.
Long-term disability (LTD) insurance
noncontributory pension plan
structured interview
project team
36. The different conditions upon which someone leaves a company; may be voluntary or involuntary.
competence based pay
defined benefit plan
Walsh-Healy Act
separations
37. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.
Americans with Disabilities Act (ADA)
social needs
Uniformed Services Employment and Reemployment Act
transformational leader
38. An appraisal temporal error when the employee is compared to someone previously rated and not independently.
contrast error
peer appraisal
Family and Medical Leave Act (FMLA)
burnout
39. The third level of moral development in which people make decisions based on internalized principles - beliefs - and values. A characteristic of managers that encourage to think for themselves and engage in moral reasoning.
generalized sexual harassment
inappropriate sexual harassment
job ranking system
postconventional moral development
40. An uncomfortable environment that interferes with job performance.
progressive discipline
hostile environment
quality circle
behavior observation scales (BOS)
41. 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
mixed-standard rating scale
piecework pay
legitimate leadership
42. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.
Long-term disability (LTD) insurance
conventional moral development
whistleblowing
development
43. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
McDonnell Douglas Test
ethnocentrism
competence based pay
punishment
44. Pay according to the number of units produced.
piecework pay
motivators
unencouraged resignation
union steward
45. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.
vesting
Society for Human Resource Management
host country nationals
transformational leader
46. 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.
ethnocentrism
Society for Human Resource Management
vertical career path
structured interview
47. Group assigned with improving quality.
process improvement team
recruiting
self-appraisal
inappropriate sexual harassment
48. Breeds mistrust in the workplace; fairly excepted practice in private industry.
host country nationals
managing workforce diversity
pay secrecy
job ranking system
49. Sexual harassment that is nonthreatening - but causes co-worker discomfort.
inappropriate sexual harassment
temporal errors
career plateauing
contrast effect
50. Long-term(5 years +) planning reserved for the highest levels of management.
stretch goal
Pregnancy Discrimination Act
strategic planning
problem solving appraisal interview