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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. 1972. Extended Civil Rights Title VII to government workers.
Equal Employment Opportunity Act
stress interview
unstructured interview
business ethics
2. Method that determines the relative worth of jobs.
hot-stove approach
Fair Labor Standards Act (FLSA)
adverse impact
job evaluation
3. Requires the rater to choose from statements that best describe the employee's output.
Health Maintenance Organization (HMO)
forced-choice
hostile environment
resignation
4. Different types of employee complaint resolution procedures.
broadbanding
alternative resolution procedure (ARD)
whistleblowing
team appraisal
5. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.
McDonnell Douglas Test
Uniform Guidelines on Employee Selection Procedures
career path
wage and salary survey
6. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
salary pay
Davis-Bacon Act
functional job analysis (FJA)
Pregnancy Discrimination Act
7. The act of returning to the country of origin after an international assignement.
401(k) savings plan
repatriation
wage curve
unencouraged resignation
8. A problem in evaluation due to being compared to someone previously evaluated.
employee involvement (EI) groups
consumer price index (CPI)
accountability
contrast effect
9. Leadership based on the control that management has over rewarding subordinates.
reward leadership
cash compensation
managing workforce diversity
contrast error
10. Compensation tied to a reward for effort and performance.
job ranking system
telecommuting
Health Insurance Portability and Accountability Act (HIPAA)
pay for performance standard
11. 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
defined benefit plan
vesting
disparate treatment
12. A process to make the job more complex to improve the level of boredom of an oversimplified job.
referent power
job enlargement
coercive leadership
Supplemental unemployment benefits (SUBS)
13. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.
Equal Employment Opportunity Act
human resource information system
expatriates
error of leniency or strictness
14. Rating based on comparison than a standard.
Hay profile method
mixed-standard rating scale
Family and Medical Leave Act (FMLA)
disparate treatment
15. A decision based on the long-term interests of an individual.
extinction
equal employment opportunity (EEO) laws
individualistic ethical decision
tell and listen appraisal interview
16. Consists of vertical scales for each dimension of employee's performance.
job analysis
fast tracking
behaviorally anchored rating scale (BARS)
forced-choice
17. Helps manager translate measurement framework from strategic to operational goals.
balanced scorecard (BSC)
coercive leadership
recency error
silver handshake
18. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.
authoritarian leadership type
Preferred Provider Organization (PPO)
error of leniency or strictness
trait performance appraisal method
19. 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
vertical career path
McDonnell Douglas Test
physiological needs
Wagner Act (National Labor Relations Act)
20. An integrated knowledge within an organization that sets it out from the competition.
core competencies
voluntary protection program (VPP)
job specifications
essay
21. An uncomfortable environment that interferes with job performance.
reductions-in-force (RIF)
hostile environment
voluntary reduction
balanced scorecard (BSC)
22. 1914. No forbidding the existence of a union.
stress interview
development
ego strength
Clayton Act
23. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.
Uniform Guidelines on Employee Selection Procedures
mixed-standard rating scale
subordinate appraisal
distress
24. Laws that prevent discrimination in the workplace.
distributional errors
diversity awareness training
fixed-interval reinforcement
equal employment opportunity (EEO) laws
25. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.
job evaluation
broadbanding
Immigration Reform and Control Act
pay secrecy
26. An organization that is participatory in problem solving - improving - and increasing capabilities.
structured interview
learning organization
fast tracking
preconventional moral development
27. 1947. Pro-business act created to counter the pro-labor Wagner Act by banning unfair practices of labor unions. Created the Federal Mediation and Conciliation Service (FMCS) to help resolve grievances.
variable-interval reinforcement
Family and Medical Leave Act (FMLA)
Taft-Hartley Act (Labor Management Relations Act)
host country nationals
28. 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.
conventional moral development
external locus
position analysis questionnaire (PAQ)
postconventional moral development
29. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.
Family and Medical Leave Act (FMLA)
values
hostile environment
cash compensation
30. Separation that is typically planned well in advanced - and are well received - celebratory occasions.
productivity
vertical career path
retirement
value-added compensation
31. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.
vesting
positive reinforcement
hostile environment
cafeteria plans
32. Advancing to the next level in the minimum time required in the current position.
Long-term disability (LTD) insurance
extinction
fast tracking
expert power
33. Rating based on having certain characteristics.
graphic rating scale
Pregnancy Discrimination Act
Hay profile method
authoritarian leadership type
34. 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.
critical incident
employment-at-will
customer appraisal
tell and listen appraisal interview
35. Performance appraisal that seeks evaluation from internal and external customers.
positive reinforcement
customer appraisal
virtual team
Railway Labor Act
36. An appraisal error involving groups of ratings given to employees.
involuntary reduction
behavior observation scales (BOS)
distributional errors
stress interview
37. Unpaid union official that represents the employees when dealing with management.
values
union steward
noncontributory pension plan
error of central tendency
38. Highest level of sexual harassment and would result in a punishable act under the law.
criminal sexual harassment
forced-choice
informal factors
red circle rates
39. Groups of employees who meet to resolve problems and improve the organization.
hourly pay
disparate treatment
internal locus
employee involvement (EI) groups
40. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.
employment-at-will
Consolidated Omnibus Budget Reconciliation Act (COBRA)
coercive sexual harassment
critical incident method
41. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
ego strength
Pregnancy Discrimination Act
utilitarian ethical decision
critical incident
42. Pay by the hour.
hourly pay
charismatic leader
expert power
human resource information system
43. Test that measure what a person can do right now.
Supplemental unemployment benefits (SUBS)
internal selection
EEO-1 Report
achievement test
44. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
value-added compensation
Age Discrimination in Employment Act
job simplification
Wagner Act (National Labor Relations Act)
45. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..
job ranking system
hygiene factors
401(k) savings plan
behavioral performance appraisal method
46. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
Civil Rights Act
culture shock
Clayton Act
selection
47. 1931. Required federal contracts for construction to specify minimum wage for workers.
Davis-Bacon Act
Civil Rights Act
Long-term disability (LTD) insurance
transformational leader
48. Belief that things happen due to their own responsibility.
internal locus
Americans with Disabilities Act (ADA)
point system
active listening
49. Payment rates above the pay range.
Worker Adjustment and Restraining Notification (WARN)
red circle rates
team appraisal
EEO-1 Report
50. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.
utilitarian ethical decision
distress
job analysis
adverse impact