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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. The first level of moral development - in which people make decisions based on selfish reasons; concerned only with external rewards or punishments. A characteristic of managers with authoritarian and coercive styles.
EEO-1 Report
human resource information system
disparate treatment
preconventional moral development
2. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.
quality circle
social needs
social contract ethical decision
characteristics model
3. An appraisal error involving groups of ratings given to employees.
401(k) savings plan
tell and sell appraisal interview
distributional errors
functional job analysis (FJA)
4. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.
productivity
accountability
noncontributory pension plan
postconventional moral development
5. Rates performance of employee achievement of goals set by manager and the employee.
charge form
management by objectives (MBO)
temporal errors
human resource information system
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.
contributory pension plan
quality circle
Davis-Bacon Act
broadbanding
7. Guarantee of benefits - especially in pension plans.
host country nationals
vesting
process improvement team
moral rights ethical decision
8. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.
Worker Adjustment and Restraining Notification (WARN)
graphic rating scale
piecework pay
Americans with Disabilities Act (ADA)
9. Includes the social environment of the workplace and informal work groups.
silver handshake
informal factors
peer appraisal
succession planning
10. 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.
hygiene factors
fixed-ratio reinforcement
ethnorelativism
structured interview
11. Helps manager translate measurement framework from strategic to operational goals.
informal factors
balanced scorecard (BSC)
defined contribution plan
cafeteria plans
12. An early retirement incentive in a form of a cash bonus or increased pension.
computerized job analysis
silver handshake
pay secrecy
continuous reinforcement
13. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.
protected classes
unstructured interview
Pregnancy Discrimination Act
Equal Pay Act
14. Developed in response to a majority dominating the workforce.
labor agreement
negative reinforcement
quality circle
affirmative action
15. The rater checks statements on a list that he believes are characteristic of the employee.
behavior checklist
noncontributory pension plan
Worker Adjustment and Restraining Notification (WARN)
tell and listen appraisal interview
16. Harassment based on employment decisions; an economic or position consequence for noncompliance.
quid pro quo harassment
job analysis
charismatic leader
contrast effect
17. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.
virtual team
retirement
Family and Medical Leave Act (FMLA)
Davis-Bacon Act
18. Belief that things happen due to their own responsibility.
internal locus
four-fifths rule
job simplification
temporal errors
19. Performance appraisal that seeks evaluation from internal and external customers.
labor agreement
encouraged resignation
human resource information system
customer appraisal
20. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.
essay
piecework pay
equal employment opportunity (EEO) laws
encouraged resignation
21. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.
career plateauing
job rotation
involuntary reduction
Worker Adjustment and Restraining Notification (WARN)
22. 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.
team appraisal
servant leader
Executive Order 11246
human resource information system
23. An intent to resign from a company that is typically expressed in written communication to the employee's manager.
balance sheet approach
resignation
labor agreement
transactional leader
24. Flexible working hours that allow workers to choose start and end times.
flextime
vertical career path
temporal errors
physiological needs
25. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.
self-directed team
Davis-Bacon Act
fast tracking
Executive Order 11246
26. Long-term(5 years +) planning reserved for the highest levels of management.
strategic planning
job ranking system
encouraged resignation
succession planning
27. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.
legitimate leadership
functional job analysis (FJA)
characteristics model
similar to me error
28. Causes loss of productivity - frustration - or depression.
critical incident
distress
burnout
quality circle
29. Pay by the hour.
Uniform Guidelines on Employee Selection Procedures
social needs
Taft-Hartley Act (Labor Management Relations Act)
hourly pay
30. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
error of leniency or strictness
moral rights ethical decision
alternative resolution procedure (ARD)
competence based pay
31. An interview that places the applicant in a simulated high stress setting to interview the candidate.
trait performance appraisal method
stress interview
workforce diversity
recruiting
32. 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.
recency error
whistleblowing
recruiting
essay
33. A process to make the job more complex to improve the level of boredom of an oversimplified job.
behavior observation scales (BOS)
job enlargement
forced-choice
Occupational Safety and Health Act (OSHA)
34. The ability to influence people to achieve goals for the organization.
tell and listen appraisal interview
variable-ratio reinforcement
quid pro quo harassment
leadership
35. A resignation in which an employee chooses to resign without provocation from the employer.
telecommuting
halo effect
critical incident
unencouraged resignation
36. Idea that all cultures are inherently equal.
human resource information system
ethnorelativism
factor comparison system
stress interview
37. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.
variable-ratio reinforcement
safety needs
career path
behavioral performance appraisal method
38. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
Hay profile method
expatriates
democratic leadership type
functional job analysis (FJA)
39. An extremely hard goal - but not impossible to reach.
noncontributory pension plan
behavior checklist
stretch goal
development
40. Leadership dependent upon one's position within the company.
social needs
legitimate leadership
OSHA form 300
Health Insurance Portability and Accountability Act (HIPAA)
41. 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)
diversity awareness training
employee involvement (EI) groups
transactional leader
42. Training designed to make people recognize and address their own prejudices.
diversity awareness training
authoritarian leadership type
business ethics
equal employment opportunity (EEO) laws
43. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.
Immigration Reform and Control Act
Taft-Hartley Act (Labor Management Relations Act)
legitimate leadership
horizontal career path
44. 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.
career path
postconventional moral development
Health Maintenance Organization (HMO)
separations
45. Basic individual beliefs about right and wrong.
taskforce team
burnout
values
job analysis
46. Rewards according to a specific time interval. Results in average and irregular performance.
taskforce team
job rotation
fixed-interval reinforcement
utilitarian ethical decision
47. Compensation tied to a reward for effort and performance.
active listening
pay for performance standard
defined contribution plan
human resource information system
48. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.
variable-interval reinforcement
internal locus
recency error
resignation
49. Groups of jobs within a class that are paid the same. Used by the federal government.
social contract ethical decision
functional job analysis (FJA)
pay grades
expatriates
50. Highest level of sexual harassment and would result in a punishable act under the law.
human resource planning
learning organization
balanced scorecard (BSC)
criminal sexual harassment