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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. The on-the-job method of development for new employees. May be formal or informal.
orientation
tell and listen appraisal interview
peer appraisal
protected classes
2. Removal of something unpleasant for desire behavior.
negative reinforcement
recency error
job evaluation
Preferred Provider Organization (PPO)
3. An intent to resign from a company that is typically expressed in written communication to the employee's manager.
Civil Rights Act
whistleblowing
Health Maintenance Organization (HMO)
resignation
4. 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
positive reinforcement
halo effect
servant leader
5. Encourages teamwork and knowledge transfer among employees.
development assignments
vertical career path
cafeteria plans
results performance appraisal method
6. 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.
Family and Medical Leave Act (FMLA)
self-actualization
position analysis questionnaire (PAQ)
Worker Adjustment and Restraining Notification (WARN)
7. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.
Employee assistance programs (EAP)
red circle rates
critical incident method
training
8. Belief that one culture is superior to another.
Executive Order 11246
strategic diversity management
position analysis questionnaire (PAQ)
ethnocentrism
9. An appraisal error based on biases of how the information is selected - evaluated - or organized.
orientation
temporal errors
pay secrecy
Taft-Hartley Act (Labor Management Relations Act)
10. Teaching short-term skills. May be 'on-the-job' or 'off-the-job'.
training
self-directed team
culture shock
error of central tendency
11. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
job ranking system
characteristics model
legitimate leadership
self-appraisal
12. Positive stress that makes some strive to accomplish something.
ethnorelativism
eustress
strategic diversity management
equal employment opportunity (EEO) laws
13. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.
authorization card
justice ethical decision
Railway Labor Act
error of central tendency
14. A procedural document designed by the federal government to assist in hiring - promotion - transfer - demotion - dismissal - and referrals.
Uniform Guidelines on Employee Selection Procedures
similar to me error
taskforce team
human resource planning
15. Organization of healthcare professionals that provide services on a prepaid basis; seen as lower quality to the employee.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
results performance appraisal method
Health Maintenance Organization (HMO)
noncontributory pension plan
16. Statement authorizing union to act as their representative.
authorization card
coercive sexual harassment
skill-based pay
self-directed team
17. An appraisal temporal error when the employee is compared to someone previously rated and not independently.
OSHA form 300
variable-interval reinforcement
contrast error
charge form
18. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.
esteem needs
virtual team
burnout
charismatic leader
19. Rewards according to random times. Results in moderately high and stable performance.
burnout
compressed workweek
selection
variable-interval reinforcement
20. When every desired behavior is reinforced; effective when the behavior is new.
esteem needs
ethnocentrism
continuous reinforcement
pay secrecy
21. Different types of employee complaint resolution procedures.
variable-ratio reinforcement
alternative resolution procedure (ARD)
democratic leadership type
adverse impact
22. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.
pay secrecy
self-actualization
disparate treatment
host country nationals
23. Voluntary or involuntary reductions in labor.
legitimate leadership
Equal Pay Act
reductions-in-force (RIF)
computerized job analysis
24. Home country nationals that are employees who live and work in a different country than their own.
OSHA form 300
locus control
expatriates
aptitude tests
25. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.
coercive leadership
mixed-standard rating scale
quid pro quo harassment
Medical savings account (MSA)
26. 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.
vertical career path
equal employment opportunity (EEO) laws
alternative resolution procedure (ARD)
preconventional moral development
27. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
team appraisal
Age Discrimination in Employment Act
justice ethical decision
motivators
28. Measures what a person is capable of learning.
pluralism
quality circle
EEO-1 Report
aptitude tests
29. 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.
job rotation
conventional moral development
Civil Rights Act
hygiene factors
30. A decision based on existing norms.
involuntary reduction
customer appraisal
discipline
social contract ethical decision
31. A decision based on total impartiality.
justice ethical decision
selection
ego strength
error of central tendency
32. The rater checks statements on a list that he believes are characteristic of the employee.
characteristics model
Railway Labor Act
behavior checklist
referent power
33. 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.
pay equity
horizontal career path
active listening
problem solving appraisal interview
34. A step beyond tell and sell; stimulation of growth of the employee by discussing problems - needs - innovations - satisfactions - and dissatisfactions since last appraisal.
expatriates
progressive discipline
problem solving appraisal interview
coercive sexual harassment
35. Rewards according to a random number of behaviors. Results in very high performance.
variable-ratio reinforcement
critical incident method
Age Discrimination in Employment Act
values
36. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
computerized job analysis
401(k) savings plan
broadbanding
democratic leadership type
37. 1914. No forbidding the existence of a union.
Clayton Act
similar to me error
Society for Human Resource Management
positive reinforcement
38. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.
skill-based pay
forced-choice
behaviorally anchored rating scale (BARS)
conventional moral development
39. A concept Richard Hackman and Greg Oldham formulated after researching job design - focusing on three main parts: core job dimensions - critical psychological states - and employee growth need.
characteristics model
strategic diversity management
contributory pension plan
values
40. A pension plan in which the main source of retirement funds today - some employers will match contributions to a certain percentage.
401(k) savings plan
Family and Medical Leave Act (FMLA)
self-actualization
position analysis questionnaire (PAQ)
41. Groups of jobs within a class that are paid the same. Used by the federal government.
pay grades
job sharing
project team
charismatic leader
42. 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)
positive discipline
Employee assistance programs (EAP)
repatriation
burnout
43. The idea that people with authority are subject to reporting to superiors.
job ranking system
accountability
job analysis
Executive Order 11246
44. Long-term(5 years +) planning reserved for the highest levels of management.
strategic planning
Family and Medical Leave Act (FMLA)
individualistic ethical decision
job specifications
45. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
adverse impact
active listening
flextime
voluntary protection program (VPP)
46. A resignation in which an employee chooses to resign without provocation from the employer.
continuous reinforcement
partial reinforcement
unencouraged resignation
preconventional moral development
47. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.
OSHA form 300
cafeteria plans
Worker Adjustment and Restraining Notification (WARN)
unstructured interview
48. A personal disorientation when experiencing an unfamiliar way of life.
Employee assistance programs (EAP)
Uniform Guidelines on Employee Selection Procedures
cafeteria plans
culture shock
49. An integrated knowledge within an organization that sets it out from the competition.
Bona Fide Occupational Qualification (BFOQ)
subordinate appraisal
reward leadership
core competencies
50. Identification of future candidates for future anticipated vacancies.
competence based pay
succession planning
pay grades
employment-at-will