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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. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.
job simplification
preconventional moral development
Worker Adjustment and Restraining Notification (WARN)
charge form
2. An integrated knowledge within an organization that sets it out from the competition.
core competencies
eustress
problem solving appraisal interview
defined contribution plan
3. A method of moving the employee to different jobs for variety - designed to prevent boredom of repetitive tasks.
red circle rates
solicitation sexual harassment
Material Safety Data Sheets (MSDS)
job rotation
4. Employees that are not from the home or host country.
computerized job analysis
orientation
physiological needs
third-country nationals
5. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M
Landrum-Griffin Act
retirement
noncontributory pension plan
behavior observation scales (BOS)
6. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.
contrast effect
charge form
retirement
Bona Fide Occupational Qualification (BFOQ)
7. Insurance that pays for nursing homes and medical-related costs to old age and illness.
Long-term disability (LTD) insurance
McDonnell Douglas Test
balanced scorecard (BSC)
defined benefit plan
8. A career path that is not sequentially interdependent but each of the jobs in the arrangement must be completed before one can advance to the next higher level.
error of central tendency
social needs
horizontal career path
self-appraisal
9. Method that determines the relative worth of jobs.
balance sheet approach
fast tracking
job evaluation
generalized sexual harassment
10. An attempt by the employer to alter the behavior of the employee by persuasion and motivational incentives.
social needs
tell and sell appraisal interview
encouraged resignation
transactional leader
11. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.
positive reinforcement
positive discipline
pay secrecy
transformational leader
12. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
postconventional moral development
legitimate leadership
partial reinforcement
mixed-standard rating scale
13. Measures the frequency of observed behavior.
behavior observation scales (BOS)
self-appraisal
point system
red circle rates
14. A form in which accidents that cause death - illness - or injury in the workplace are recorded.
succession planning
authoritarian leadership type
OSHA form 300
Consolidated Omnibus Budget Reconciliation Act (COBRA)
15. Rewards according to random times. Results in moderately high and stable performance.
accountability
strategic planning
variable-interval reinforcement
error of leniency or strictness
16. 1931. Required federal contracts for construction to specify minimum wage for workers.
Davis-Bacon Act
job specifications
hourly pay
critical incident method
17. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.
esteem needs
four-fifths rule
development
selection
18. Leadership dependent upon one's position within the company.
self-appraisal
problem solving appraisal interview
positive reinforcement
legitimate leadership
19. Power derived from the degree in which one is admired and people want to emulate them.
Supplemental unemployment benefits (SUBS)
hostile environment
Preferred Provider Organization (PPO)
referent power
20. An appraisal distributional error where the rater is reluctant to give high or low marks.
servant leader
discipline
laissez-faire leadership type
error of central tendency
21. The on-the-job method of development for new employees. May be formal or informal.
development
career path
contrast effect
orientation
22. Reward given for desired behavior.
error of central tendency
justice ethical decision
productivity
positive reinforcement
23. A problem in evaluation due to being compared to someone previously evaluated.
cafeteria plans
criminal sexual harassment
employee involvement (EI) groups
contrast effect
24. Not reporting to work.
absenteeism
Worker Adjustment and Restraining Notification (WARN)
internal locus
pluralism
25. The process of screening - interviewing - and hiring individuals.
human resource planning
Worker Adjustment and Restraining Notification (WARN)
selection
Landrum-Griffin Act
26. A use of motivators to increase satisfaction.
job enrichment
ethnorelativism
hot-stove approach
whistleblowing
27. An appraisal temporal error when the evaluation is based upon the employee's most recent behavior.
core competencies
Norris-La Guardia Act
positive discipline
recency error
28. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.
laissez-faire leadership type
safety needs
esteem needs
computerized job analysis
29. The ability to influence people to achieve goals for the organization.
strategic planning
leadership
quality circle
computerized job analysis
30. Understanding the duties of the job.
career plateauing
job analysis
charge form
orientation
31. 1993. Applies to employers with fifty or more employees. Paternal and maternal leave covered under this act.
development
Family and Medical Leave Act (FMLA)
democratic leadership type
Employee assistance programs (EAP)
32. Includes other employee benefits - such as health insurance - pension contributions - tuition reimbursement - and legal assistance programs.
quid pro quo harassment
critical incident method
self-appraisal
non-cash compensation
33. An uncomfortable environment that interferes with job performance.
pay equity
contrast effect
hostile environment
individualistic ethical decision
34. Basic individual beliefs about right and wrong.
Material Safety Data Sheets (MSDS)
defined contribution plan
error of leniency or strictness
values
35. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.
Civil Rights Act
job classification system
job analysis
Supplemental unemployment benefits (SUBS)
36. The combination of various appraisal systems to give the manager and employee the best view into the performance.
360-degree appraisal
functional job analysis (FJA)
Americans with Disabilities Act (ADA)
democratic leadership type
37. Discipline focused on early correcion of employee misconduct. 1. Conference between employee and supervisor. 2. Second conference when solution did not work 3. Decision-making leave (paid leave)
culture shock
accountability
positive discipline
cafeteria plans
38. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.
halo effect
cross-functional team
peer appraisal
orientation
39. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
team appraisal
point system
piecework pay
cross-functional team
40. An appraisal error based on biases of how the information is selected - evaluated - or organized.
behaviorally anchored rating scale (BARS)
temporal errors
adverse impact
quid pro quo harassment
41. Compensation useful in advancing organizational goals.
process improvement team
eustress
value-added compensation
partial reinforcement
42. 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)
internal locus
unencouraged resignation
extinction
43. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.
job analysis
pay for performance standard
managing workforce diversity
McDonnell Douglas Test
44. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.
job classification system
union steward
motivators
Fair Labor Standards Act (FLSA)
45. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
Wagner Act (National Labor Relations Act)
stress interview
involuntary reduction
Civil Rights Act
46. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
Walsh-Healy Act
constructive discharge
democratic leadership type
repatriation
47. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.
social needs
positive reinforcement
OSHA form 300
Preferred Provider Organization (PPO)
48. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.
expatriates
training
partial reinforcement
ethnorelativism
49. Voluntary or involuntary reductions in labor.
graphic rating scale
cash balance pension plan
human resource planning
reductions-in-force (RIF)
50. How an employee perceives his compensation relative to others within the organization.
leadership
trancenders
pay equity
job analysis