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DSST Human Resource Management
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Subjects
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dsst
,
business-skills
Instructions:
Answer 50 questions in 15 minutes.
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study here
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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. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.
defined contribution plan
problem solving appraisal interview
legitimate leadership
Hay profile method
2. Measures what a person is capable of learning.
behaviorally anchored rating scale (BARS)
justice ethical decision
vesting
aptitude tests
3. Helps manager translate measurement framework from strategic to operational goals.
balanced scorecard (BSC)
selection
ego strength
strategic diversity management
4. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.
Executive Order 11246
job sharing
trait performance appraisal method
unencouraged resignation
5. Understanding the duties of the job.
value-added compensation
physiological needs
accountability
job analysis
6. Binding document with terms or conditions or rules.
labor agreement
constructive discharge
protected classes
pluralism
7. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
factor comparison system
encouraged resignation
career path
postconventional moral development
8. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control
safety needs
horizontal career path
discipline
graphic rating scale
9. A pension plan in which the amount is specific.
forced-choice
defined benefit plan
Medical savings account (MSA)
encouraged resignation
10. Not reporting to work.
similar to me error
job enlargement
absenteeism
stress interview
11. Belief that one culture is superior to another.
union steward
ethnocentrism
critical incident method
absenteeism
12. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
host country nationals
Pregnancy Discrimination Act
social needs
salary pay
13. 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.
postconventional moral development
wage curve
preconventional moral development
stretch goal
14. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.
managing workforce diversity
tell and listen appraisal interview
conventional moral development
Age Discrimination in Employment Act
15. Long-term(5 years +) planning reserved for the highest levels of management.
core competencies
Uniformed Services Employment and Reemployment Act
tell and sell appraisal interview
strategic planning
16. Hands-off approach over all decision-making without any further involvement unless asked to participate.
subordinate appraisal
manager/supervisor appraisal
management by objectives (MBO)
laissez-faire leadership type
17. Guarantee of benefits - especially in pension plans.
stretch goal
Consolidated Omnibus Budget Reconciliation Act (COBRA)
recency error
vesting
18. Positive stress that makes some strive to accomplish something.
active listening
continuous reinforcement
internal locus
eustress
19. Systems that provide data for Human Resource control and decision making.
defined contribution plan
charismatic leader
Society for Human Resource Management
human resource information system
20. Training designed to make people recognize and address their own prejudices.
compressed workweek
motivators
manager/supervisor appraisal
diversity awareness training
21. 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.
horizontal career path
value-added compensation
orientation
mixed-standard rating scale
22. Test that measure what a person can do right now.
employee involvement (EI) groups
position analysis questionnaire (PAQ)
resignation
achievement test
23. 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.
learning organization
noncontributory pension plan
self-actualization
preconventional moral development
24. 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.
transformational leader
Worker Adjustment and Restraining Notification (WARN)
progressive discipline
stress interview
25. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge
adverse impact
Fair Labor Standards Act (FLSA)
third-country nationals
progressive discipline
26. Theory Z people - those that have reached the self-actualization phase.
trancenders
fair representation
contrast effect
noncontributory pension plan
27. Basic individual beliefs about right and wrong.
noncontributory pension plan
manager/supervisor appraisal
values
contrast effect
28. An integrated knowledge within an organization that sets it out from the competition.
core competencies
reward leadership
similar to me error
aptitude tests
29. 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)
Family and Medical Leave Act (FMLA)
job classification system
arbitrator
30. 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.
team appraisal
Family and Medical Leave Act (FMLA)
reductions-in-force (RIF)
Walsh-Healy Act
31. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.
error of leniency or strictness
pluralism
punishment
tell and sell appraisal interview
32. Giving something unpleasant for an undesired behavior.
factor comparison system
punishment
Consolidated Omnibus Budget Reconciliation Act (COBRA)
social contract ethical decision
33. Laws that prevent discrimination in the workplace.
resignation
equal employment opportunity (EEO) laws
Consolidated Omnibus Budget Reconciliation Act (COBRA)
career path
34. 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.
conventional moral development
strategic diversity management
charismatic leader
fast tracking
35. Home country nationals that are employees who live and work in a different country than their own.
moral rights ethical decision
variable-interval reinforcement
Walsh-Healy Act
expatriates
36. Pay is the same each pay period regardless of hours worked.
variable-interval reinforcement
Age Discrimination in Employment Act
salary pay
Equal Pay Act
37. Compensation useful in advancing organizational goals.
hot-stove approach
value-added compensation
individualistic ethical decision
functional job analysis (FJA)
38. Statement authorizing union to act as their representative.
transformational leader
authorization card
constructive discharge
behavior checklist
39. Hiring through searching and evaluating internal job postings and existing employee files.
internal selection
adverse impact
stretch goal
Health Maintenance Organization (HMO)
40. Evidence suggesting selection precludes members from protected classes.
stretch goal
restricted policy
360-degree appraisal
project team
41. A neutral third party that will make the binding decision between both parties.
motivators
Pregnancy Discrimination Act
arbitrator
cross-functional team
42. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.
leadership
position analysis questionnaire (PAQ)
Uniformed Services Employment and Reemployment Act
job evaluation
43. 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.
encouraged resignation
reward leadership
career plateauing
strategic diversity management
44. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.
non-cash compensation
consumer price index (CPI)
Employee Retirement Income Security Act (ERISA)
red circle rates
45. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.
results performance appraisal method
cash compensation
self-actualization
alternative resolution procedure (ARD)
46. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.
constructive discharge
learning organization
hygiene factors
repatriation
47. Belief that things happen due to luck or chance.
structured interview
voluntary protection program (VPP)
wage curve
external locus
48. 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
McDonnell Douglas Test
process improvement team
employment-at-will
trancenders
49. An interview that may have no format at all or have open ended questions - but makes it difficult to compare candidates.
Long-term disability (LTD) insurance
authoritarian leadership type
unstructured interview
behavioral performance appraisal method
50. Rating based on comparison than a standard.
esteem needs
moral rights ethical decision
mixed-standard rating scale
preconventional moral development
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