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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. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.
job enlargement
development
behaviorally anchored rating scale (BARS)
unstructured interview
2. 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
strategic diversity management
quid pro quo harassment
results performance appraisal method
absenteeism
3. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge
progressive discipline
job specifications
essay
tell and listen appraisal interview
4. A problem in appraisal in which an employee is given the same grade on all dimensions based on a few attributes.
workforce diversity
safety needs
halo effect
four-fifths rule
5. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
tell and sell appraisal interview
pluralism
trancenders
Pregnancy Discrimination Act
6. 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)
four-fifths rule
esteem needs
halo effect
7. 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.
Health Insurance Portability and Accountability Act (HIPAA)
locus control
essay
balance sheet approach
8. A decision based on total impartiality.
justice ethical decision
partial reinforcement
conventional moral development
fixed-interval reinforcement
9. 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.
locus control
Clayton Act
servant leader
human resource information system
10. An organization that has generated a list of recommendation for executing an effective diversity initiative.
involuntary reduction
Society for Human Resource Management
stretch goal
Bona Fide Occupational Qualification (BFOQ)
11. Rating based on having certain characteristics.
graphic rating scale
punishment
democratic leadership type
whistleblowing
12. The curve in the scattergram that identifies the worth of jobs and wages.
justice ethical decision
employee involvement (EI) groups
host country nationals
wage curve
13. Seeking to minimize ethnocentrism and moving toward pluralism and ethnorelativism.
Bona Fide Occupational Qualification (BFOQ)
fixed-ratio reinforcement
taskforce team
managing workforce diversity
14. Highest level of sexual harassment and would result in a punishable act under the law.
utilitarian ethical decision
criminal sexual harassment
consumer price index (CPI)
productivity
15. A leader that has an ability to motivate employees to go beyond expectations; less predictable than transactional and embrace new ideas. Charismatic leaders are visionaries; they try to get others to see a better future and their participation in it.
noncontributory pension plan
postconventional moral development
development assignments
charismatic leader
16. A pension plan in which the amount is specific.
equal employment opportunity (EEO) laws
protected classes
functional job analysis (FJA)
defined benefit plan
17. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
Davis-Bacon Act
mixed-standard rating scale
discipline
functional job analysis (FJA)
18. 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.
hygiene factors
encouraged resignation
learning organization
broadbanding
19. Sexual harassment that is nonthreatening - but causes co-worker discomfort.
mixed-standard rating scale
inappropriate sexual harassment
third-country nationals
functional job analysis (FJA)
20. Flexible working hours that allow workers to choose start and end times.
coercive leadership
noncontributory pension plan
broadbanding
flextime
21. 1972. Extended Civil Rights Title VII to government workers.
coercive sexual harassment
balanced scorecard (BSC)
Equal Employment Opportunity Act
affirmative action
22. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.
self-actualization
affirmative action
Occupational Safety and Health Act (OSHA)
unstructured interview
23. Cost of living that measures the average prices of products and services over time.
inappropriate sexual harassment
behavioral performance appraisal method
accountability
consumer price index (CPI)
24. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.
position analysis questionnaire (PAQ)
authoritarian leadership type
critical incident
esteem needs
25. 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.
error of central tendency
career plateauing
defined contribution plan
conventional moral development
26. The matching of people with future vacancies.
human resource planning
Occupational Safety and Health Act (OSHA)
resignation
pay for performance standard
27. Rating based on comparison than a standard.
mixed-standard rating scale
job rotation
piecework pay
constructive discharge
28. The combination of various appraisal systems to give the manager and employee the best view into the performance.
Medical savings account (MSA)
360-degree appraisal
virtual team
internal locus
29. 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.
utilitarian ethical decision
positive discipline
horizontal career path
Walsh-Healy Act
30. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.
social needs
Health Maintenance Organization (HMO)
tell and sell appraisal interview
Americans with Disabilities Act (ADA)
31. Measures the frequency of observed behavior.
hot-stove approach
wage curve
behavior observation scales (BOS)
trait performance appraisal method
32. Identification of future candidates for future anticipated vacancies.
hourly pay
succession planning
Supplemental unemployment benefits (SUBS)
Davis-Bacon Act
33. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.
skill-based pay
subordinate appraisal
pluralism
transactional leader
34. 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.
Bona Fide Occupational Qualification (BFOQ)
vertical career path
results performance appraisal method
career path
35. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.
Railway Labor Act
aptitude tests
ego strength
positive discipline
36. Official discrimination complaint to Equal Employment Opportunity Commission (EEOC) - filled by employee.
adverse impact
hostile environment
charge form
job analysis
37. Idea that all cultures are inherently equal.
ethnorelativism
error of central tendency
job simplification
succession planning
38. Selection of the minority is less than 80 percent of the time - used as a rule of thumb in determining adverse impact.
four-fifths rule
alternative resolution procedure (ARD)
trancenders
contrast error
39. To discipline by being effective - consistent - and applied to all equally. 1. Documentation of Misconduct 2. Investigative Interview 3. Application of Discipline
moral rights ethical decision
Wagner Act (National Labor Relations Act)
contrast effect
hot-stove approach
40. Theory Z people - those that have reached the self-actualization phase.
trancenders
pluralism
behavior observation scales (BOS)
critical incident method
41. A pay attached to acquiring new knowledge or skills.
job evaluation
computerized job analysis
piecework pay
skill-based pay
42. Power based on individual expertise.
quality circle
peer appraisal
self-actualization
expert power
43. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.
Preferred Provider Organization (PPO)
moral rights ethical decision
adverse impact
Equal Employment Opportunity Act
44. Act that provides individuals and dependents who may lose medical coverage with opportunity to pay to continue coverage.
Health Maintenance Organization (HMO)
Hay profile method
Consolidated Omnibus Budget Reconciliation Act (COBRA)
fixed-interval reinforcement
45. Helps manager translate measurement framework from strategic to operational goals.
charge form
defined contribution plan
balanced scorecard (BSC)
Age Discrimination in Employment Act
46. Leadership based on the control that management has over punishing subordinates.
internal selection
coercive leadership
Fair Labor Standards Act (FLSA)
job enlargement
47. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
transformational leader
Health Maintenance Organization (HMO)
Age Discrimination in Employment Act
separations
48. Hands-off approach over all decision-making without any further involvement unless asked to participate.
laissez-faire leadership type
disparate treatment
position analysis questionnaire (PAQ)
external locus
49. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.
position analysis questionnaire (PAQ)
positive discipline
fair representation
pluralism
50. Power derived from the degree in which one is admired and people want to emulate them.
referent power
flextime
Landrum-Griffin Act
labor agreement
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