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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. An appraisal error based on biases of how the information is selected - evaluated - or organized.
temporal errors
alternative resolution procedure (ARD)
self-actualization
succession planning
2. Advancing to the next level in the minimum time required in the current position.
fast tracking
characteristics model
human resource information system
similar to me error
3. Encourages teamwork and knowledge transfer among employees.
unencouraged resignation
stretch goal
development assignments
job rotation
4. A personal disorientation when experiencing an unfamiliar way of life.
separations
core competencies
culture shock
non-cash compensation
5. Rewards according to a random number of behaviors. Results in very high performance.
variable-ratio reinforcement
adverse impact
inappropriate sexual harassment
similar to me error
6. Withdrawal of a reward.
extinction
workforce diversity
training
involuntary reduction
7. 1978. No discrimination based on pregnancy - childbirth - and related conditions.
critical incident method
Pregnancy Discrimination Act
Executive Order 11246
charge form
8. Various software programs that write job description and specifications based on job analysis.
productivity
EEO-1 Report
computerized job analysis
social contract ethical decision
9. Teaching long-term skills.
transformational leader
mixed-standard rating scale
EEO-1 Report
development
10. Groups of employees who meet to resolve problems and improve the organization.
skill-based pay
legitimate leadership
tell and sell appraisal interview
employee involvement (EI) groups
11. Pay is the same each pay period regardless of hours worked.
moral rights ethical decision
Uniformed Services Employment and Reemployment Act
selection
salary pay
12. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.
Immigration Reform and Control Act
extinction
unstructured interview
Uniformed Services Employment and Reemployment Act
13. When every desired behavior is reinforced; effective when the behavior is new.
continuous reinforcement
self-appraisal
expert power
selection
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.
conventional moral development
Employee Retirement Income Security Act (ERISA)
inappropriate sexual harassment
democratic leadership type
15. Listening to understand without judgment.
achievement test
workforce diversity
conventional moral development
active listening
16. 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.
informal factors
Society for Human Resource Management
hygiene factors
self-directed team
17. 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.
Medical savings account (MSA)
Walsh-Healy Act
hygiene factors
internal locus
18. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.
authoritarian leadership type
Medical savings account (MSA)
job classification system
negative reinforcement
19. Cost of living that measures the average prices of products and services over time.
leadership
unencouraged resignation
workforce diversity
consumer price index (CPI)
20. 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.
servant leader
job analysis
Railway Labor Act
job analysis
21. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.
mixed-standard rating scale
contrast effect
positive reinforcement
transactional leader
22. An appraisal distributional error where the rater is reluctant to give high or low marks.
Executive Order 11246
error of central tendency
criminal sexual harassment
Supplemental unemployment benefits (SUBS)
23. 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.
conventional moral development
charismatic leader
tell and listen appraisal interview
strategic planning
24. Statement authorizing union to act as their representative.
Railway Labor Act
vertical career path
authorization card
disparate treatment
25. 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
diversity awareness training
McDonnell Douglas Test
red circle rates
self-appraisal
26. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.
self-actualization
OSHA form 300
whistleblowing
error of central tendency
27. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
partial reinforcement
pay grades
halo effect
competence based pay
28. Two part-time employees share one full time position.
unstructured interview
job sharing
tell and sell appraisal interview
Hay profile method
29. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
factor comparison system
skill-based pay
transactional leader
critical incident
30. Insurance that pays for nursing homes and medical-related costs to old age and illness.
voluntary reduction
Long-term disability (LTD) insurance
behavior observation scales (BOS)
taskforce team
31. The ability to influence people to achieve goals for the organization.
physiological needs
cafeteria plans
discipline
leadership
32. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.
strategic planning
hygiene factors
moral rights ethical decision
employment-at-will
33. A use of motivators to increase satisfaction.
job ranking system
Hay profile method
union steward
job enrichment
34. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge
quid pro quo harassment
progressive discipline
Health Insurance Portability and Accountability Act (HIPAA)
democratic leadership type
35. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.
Older Workers Benefit Protection Act (OWBPA)
utilitarian ethical decision
defined contribution plan
forced-choice
36. A pension plan in which only the employer funds pensions.
Occupational Safety and Health Act (OSHA)
balance sheet approach
noncontributory pension plan
contributory pension plan
37. Rates performance of employee achievement of goals set by manager and the employee.
fast tracking
negative reinforcement
variable-interval reinforcement
management by objectives (MBO)
38. A resignation suggested by the employer to the employee.
wage curve
encouraged resignation
point system
self-appraisal
39. Means that people employed in an organization represent different cultural groups and human qualities.
expatriates
physiological needs
distributional errors
workforce diversity
40. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.
red circle rates
social contract ethical decision
hygiene factors
team appraisal
41. A neutral third party that will make the binding decision between both parties.
Civil Rights Act
arbitrator
utilitarian ethical decision
positive discipline
42. Training designed to make people recognize and address their own prejudices.
continuous reinforcement
diversity awareness training
adverse impact
burnout
43. When some of the desired behavior is reinforced. Can be classified into four groups: fixed-interval - fixed-ratio - variable-interval - and variable-ratio.
reductions-in-force (RIF)
Clayton Act
arbitrator
partial reinforcement
44. Team formed to solve a major organizational issue.
taskforce team
job classification system
Pregnancy Discrimination Act
variable-ratio reinforcement
45. A written description of the basic tasks - duties - minimum required experience - and responsibilities required of an employee holding a particular job.
legitimate leadership
moral rights ethical decision
job description
retirement
46. 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.
compressed workweek
coercive sexual harassment
factor comparison system
postconventional moral development
47. Includes hourly wages - salaries - and bonuses.
cash compensation
customer appraisal
project team
separations
48. 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.
strategic planning
Worker Adjustment and Restraining Notification (WARN)
essay
EEO-1 Report
49. When twelve months have been worked at an employer with health insurance - a worker can transfer to another employer with no regard to preexisting conditions.
customer appraisal
critical incident
Health Insurance Portability and Accountability Act (HIPAA)
postconventional moral development
50. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.
learning organization
adverse impact
business ethics
productivity