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DSST Human Resource Management
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Subjects
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dsst
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business-skills
Instructions:
Answer 50 questions in 15 minutes.
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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. 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.
Taft-Hartley Act (Labor Management Relations Act)
Uniformed Services Employment and Reemployment Act
Older Workers Benefit Protection Act (OWBPA)
Executive Order 11246
2. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.
Family and Medical Leave Act (FMLA)
Uniformed Services Employment and Reemployment Act
error of leniency or strictness
self-actualization
3. Focus on the employee's achievements; less subjective - acceptable for employees and supervisors - link individual performance with organizational goals - encourage goal setting - and are good for reward and promotion decisions. However - time consum
virtual team
skill-based pay
results performance appraisal method
social contract ethical decision
4. The idea that people with authority are subject to reporting to superiors.
positive reinforcement
accountability
Society for Human Resource Management
authorization card
5. An employer-created fund for laid off employees to draw from on top of unemployment benefits.
quid pro quo harassment
behavioral performance appraisal method
Supplemental unemployment benefits (SUBS)
Health Insurance Portability and Accountability Act (HIPAA)
6. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge
burnout
stretch goal
progressive discipline
pluralism
7. An extremely hard goal - but not impossible to reach.
EEO-1 Report
vesting
stretch goal
Long-term disability (LTD) insurance
8. Includes the social environment of the workplace and informal work groups.
informal factors
locus control
discipline
defined contribution plan
9. Hiring through searching and evaluating internal job postings and existing employee files.
wage curve
self-appraisal
internal selection
recency error
10. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.
Occupational Safety and Health Act (OSHA)
equal employment opportunity (EEO) laws
McDonnell Douglas Test
Railway Labor Act
11. Group assigned with improving quality.
negative reinforcement
red circle rates
Clayton Act
process improvement team
12. Payment rates above the pay range.
four-fifths rule
punishment
red circle rates
team appraisal
13. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
democratic leadership type
learning organization
job evaluation
arbitrator
14. Binding document with terms or conditions or rules.
fast tracking
compressed workweek
job ranking system
labor agreement
15. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.
postconventional moral development
stress interview
non-cash compensation
structured interview
16. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.
achievement test
Employee Retirement Income Security Act (ERISA)
halo effect
Americans with Disabilities Act (ADA)
17. How an employee perceives his compensation relative to others within the organization.
pay equity
authorization card
selection
charismatic leader
18. A time when the individual stops advancing before reaching the next highest level. It is not necessarily a failed effort because not everyone is promoted to the top position and many common career paths are not designed to lead to the top.
expatriates
human resource information system
career plateauing
Equal Pay Act
19. Two part-time employees share one full time position.
Uniform Guidelines on Employee Selection Procedures
recruiting
job sharing
productivity
20. 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
pay equity
values
equal employment opportunity (EEO) laws
21. Flexible working hours that allow workers to choose start and end times.
four-fifths rule
flextime
error of central tendency
charge form
22. Causes loss of productivity - frustration - or depression.
Medical savings account (MSA)
inappropriate sexual harassment
burnout
behavior checklist
23. Developed in response to a majority dominating the workforce.
reductions-in-force (RIF)
problem solving appraisal interview
affirmative action
Americans with Disabilities Act (ADA)
24. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.
point system
Norris-La Guardia Act
job specifications
career path
25. Identification of future candidates for future anticipated vacancies.
training
laissez-faire leadership type
vesting
succession planning
26. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.
host country nationals
leadership
ethnorelativism
Medical savings account (MSA)
27. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).
workforce diversity
360-degree appraisal
peer appraisal
cash balance pension plan
28. Minorities in the workplace.
silver handshake
voluntary reduction
protected classes
justice ethical decision
29. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.
job description
pluralism
utilitarian ethical decision
Preferred Provider Organization (PPO)
30. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.
eustress
managing workforce diversity
self-appraisal
social contract ethical decision
31. Measures the frequency of observed behavior.
employee involvement (EI) groups
union steward
peer appraisal
behavior observation scales (BOS)
32. Performance appraisal done by fellow employees - usually combined by the manager into a single profile for use. May be the most accurate - but not used due to popularity copntests.
flextime
Consolidated Omnibus Budget Reconciliation Act (COBRA)
discipline
peer appraisal
33. Rating based on comparison than a standard.
mixed-standard rating scale
distress
absenteeism
postconventional moral development
34. A personal disorientation when experiencing an unfamiliar way of life.
expert power
characteristics model
job ranking system
culture shock
35. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.
job evaluation
conventional moral development
transformational leader
job enrichment
36. Belief that things happen due to luck or chance.
external locus
legitimate leadership
encouraged resignation
management by objectives (MBO)
37. Employees that are not from the home or host country.
360-degree appraisal
third-country nationals
generalized sexual harassment
contrast error
38. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.
culture shock
defined benefit plan
ethnocentrism
Health Maintenance Organization (HMO)
39. A group of 6-12 that meet regularly to discuss organizational issues.
EEO-1 Report
recency error
charismatic leader
quality circle
40. Voluntary or involuntary reductions in labor.
coercive sexual harassment
tell and listen appraisal interview
managing workforce diversity
reductions-in-force (RIF)
41. Groups of employees who meet to resolve problems and improve the organization.
Family and Medical Leave Act (FMLA)
Equal Employment Opportunity Act
fixed-interval reinforcement
employee involvement (EI) groups
42. Teaching long-term skills.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
development
Society for Human Resource Management
pay for performance standard
43. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
Age Discrimination in Employment Act
safety needs
non-cash compensation
Pregnancy Discrimination Act
44. 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.
Taft-Hartley Act (Labor Management Relations Act)
hygiene factors
job enlargement
behaviorally anchored rating scale (BARS)
45. Different types of employee complaint resolution procedures.
alternative resolution procedure (ARD)
pay secrecy
Wagner Act (National Labor Relations Act)
fixed-ratio reinforcement
46. 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.
progressive discipline
restricted policy
charismatic leader
tell and listen appraisal interview
47. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.
fixed-ratio reinforcement
separations
Age Discrimination in Employment Act
self-actualization
48. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.
360-degree appraisal
involuntary reduction
variable-ratio reinforcement
charge form
49. Rewards after a specific number of desired behaviors. Results in high or stable performance.
fixed-ratio reinforcement
ego strength
job ranking system
position analysis questionnaire (PAQ)
50. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.
Worker Adjustment and Restraining Notification (WARN)
customer appraisal
vesting
constructive discharge
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