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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. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
absenteeism
business ethics
employee involvement (EI) groups
self-appraisal
2. 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)
Immigration Reform and Control Act
Norris-La Guardia Act
Executive Order 11246
3. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.
legitimate leadership
noncontributory pension plan
individualistic ethical decision
voluntary reduction
4. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.
physiological needs
stretch goal
error of leniency or strictness
motivators
5. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.
alternative resolution procedure (ARD)
defined benefit plan
four-fifths rule
behaviorally anchored rating scale (BARS)
6. Developed in response to a majority dominating the workforce.
affirmative action
red circle rates
referent power
Norris-La Guardia Act
7. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..
behavioral performance appraisal method
Preferred Provider Organization (PPO)
productivity
job analysis
8. Pay by the hour.
resignation
hourly pay
halo effect
Uniform Guidelines on Employee Selection Procedures
9. Various software programs that write job description and specifications based on job analysis.
computerized job analysis
360-degree appraisal
cross-functional team
behavior checklist
10. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.
core competencies
preconventional moral development
strategic planning
Consolidated Omnibus Budget Reconciliation Act (COBRA)
11. When every desired behavior is reinforced; effective when the behavior is new.
continuous reinforcement
individualistic ethical decision
locus control
tell and listen appraisal interview
12. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.
pay for performance standard
graphic rating scale
managing workforce diversity
democratic leadership type
13. Traditional approach to appraisal - a review by management one level higher.
servant leader
involuntary reduction
Fair Labor Standards Act (FLSA)
manager/supervisor appraisal
14. Services provided for workers to deal with problems that interfere with how they do their jobs.
hostile environment
Employee assistance programs (EAP)
quid pro quo harassment
criminal sexual harassment
15. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.
position analysis questionnaire (PAQ)
voluntary protection program (VPP)
human resource information system
cafeteria plans
16. Encourages teamwork and knowledge transfer among employees.
job enrichment
coercive sexual harassment
development assignments
Fair Labor Standards Act (FLSA)
17. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.
salary pay
social needs
diversity awareness training
trancenders
18. Long-term(5 years +) planning reserved for the highest levels of management.
equal employment opportunity (EEO) laws
pay for performance standard
strategic planning
variable-interval reinforcement
19. Union must represent union and nonunion members equally.
fair representation
locus control
Employee assistance programs (EAP)
process improvement team
20. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
trait performance appraisal method
position analysis questionnaire (PAQ)
human resource planning
Civil Rights Act
21. 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.
absenteeism
hygiene factors
pluralism
telecommuting
22. Means that people employed in an organization represent different cultural groups and human qualities.
workforce diversity
Long-term disability (LTD) insurance
fast tracking
similar to me error
23. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.
hygiene factors
horizontal career path
Equal Pay Act
pay secrecy
24. Sexual remarks or actions not targeted at a specific individual.
problem solving appraisal interview
quality circle
Older Workers Benefit Protection Act (OWBPA)
generalized sexual harassment
25. Employment at home while communicating with the workplace by phone or fax or modem
401(k) savings plan
telecommuting
Consolidated Omnibus Budget Reconciliation Act (COBRA)
fixed-ratio reinforcement
26. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.
characteristics model
contrast effect
servant leader
motivators
27. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.
job rotation
fair representation
pay equity
Occupational Safety and Health Act (OSHA)
28. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
point system
Occupational Safety and Health Act (OSHA)
Immigration Reform and Control Act
behavior checklist
29. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.
Railway Labor Act
error of leniency or strictness
Equal Employment Opportunity Act
Medical savings account (MSA)
30. The number of days in the work week is shortened and the hours per day are longer.
utilitarian ethical decision
job enrichment
separations
compressed workweek
31. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.
voluntary protection program (VPP)
Family and Medical Leave Act (FMLA)
vertical career path
business ethics
32. Groups of jobs within a class that are paid the same. Used by the federal government.
silver handshake
self-actualization
pay grades
computerized job analysis
33. 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.
team appraisal
Uniform Guidelines on Employee Selection Procedures
self-actualization
recruiting
34. Minorities in the workplace.
cash compensation
coercive sexual harassment
extinction
protected classes
35. Unpaid union official that represents the employees when dealing with management.
distress
union steward
self-actualization
stretch goal
36. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
position analysis questionnaire (PAQ)
job analysis
involuntary reduction
balance sheet approach
37. A neutral third party that will make the binding decision between both parties.
labor agreement
arbitrator
social needs
cross-functional team
38. Test that measure what a person can do right now.
critical incident
achievement test
employee involvement (EI) groups
productivity
39. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.
development
401(k) savings plan
virtual team
progressive discipline
40. Sexual harassment that is nonthreatening - but causes co-worker discomfort.
learning organization
Employee assistance programs (EAP)
point system
inappropriate sexual harassment
41. 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 Pay Act
eustress
selection
Walsh-Healy Act
42. A decision based on existing norms.
problem solving appraisal interview
social contract ethical decision
self-directed team
postconventional moral development
43. Compensation tied to a reward for effort and performance.
Landrum-Griffin Act
burnout
pay for performance standard
coercive sexual harassment
44. Rating based on having certain characteristics.
compressed workweek
postconventional moral development
fixed-ratio reinforcement
graphic rating scale
45. Statement authorizing union to act as their representative.
authorization card
problem solving appraisal interview
individualistic ethical decision
employment-at-will
46. Pay according to the number of units produced.
temporal errors
behavior observation scales (BOS)
generalized sexual harassment
piecework pay
47. Consists of vertical scales for each dimension of employee's performance.
contributory pension plan
factor comparison system
retirement
behaviorally anchored rating scale (BARS)
48. Compensation useful in advancing organizational goals.
peer appraisal
Medical savings account (MSA)
esteem needs
value-added compensation
49. Removal of something unpleasant for desire behavior.
negative reinforcement
problem solving appraisal interview
subordinate appraisal
managing workforce diversity
50. Laws that prevent discrimination in the workplace.
equal employment opportunity (EEO) laws
Executive Order 11246
positive reinforcement
horizontal career path