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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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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. Means that people employed in an organization represent different cultural groups and human qualities.
informal factors
pay secrecy
workforce diversity
job enlargement
2. 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)
union steward
positive discipline
whistleblowing
ethnorelativism
3. 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.
servant leader
arbitrator
absenteeism
Taft-Hartley Act (Labor Management Relations Act)
4. Evidence suggesting selection precludes members from protected classes.
job enlargement
Worker Adjustment and Restraining Notification (WARN)
Health Insurance Portability and Accountability Act (HIPAA)
restricted policy
5. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.
union steward
transformational leader
Railway Labor Act
telecommuting
6. The degree in which an individual believes they have control of their fate.
Health Insurance Portability and Accountability Act (HIPAA)
Health Maintenance Organization (HMO)
locus control
utilitarian ethical decision
7. A resignation in which an employee chooses to resign without provocation from the employer.
error of leniency or strictness
Equal Employment Opportunity Act
skill-based pay
unencouraged resignation
8. Basic individual beliefs about right and wrong.
Landrum-Griffin Act
values
utilitarian ethical decision
postconventional moral development
9. A personal disorientation when experiencing an unfamiliar way of life.
Uniformed Services Employment and Reemployment Act
union steward
safety needs
culture shock
10. An integrated knowledge within an organization that sets it out from the competition.
core competencies
error of central tendency
variable-ratio reinforcement
coercive leadership
11. An organization that has generated a list of recommendation for executing an effective diversity initiative.
partial reinforcement
safety needs
Society for Human Resource Management
coercive leadership
12. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
career path
democratic leadership type
social needs
restricted policy
13. 1994. Jobs are protected for those that go on short military service.
salary pay
internal locus
culture shock
Uniformed Services Employment and Reemployment Act
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.
forced-choice
Immigration Reform and Control Act
vertical career path
conventional moral development
15. Rating based on comparison than a standard.
distress
mixed-standard rating scale
Employee assistance programs (EAP)
physiological needs
16. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.
esteem needs
distress
business ethics
Older Workers Benefit Protection Act (OWBPA)
17. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.
self-actualization
hygiene factors
involuntary reduction
problem solving appraisal interview
18. The knowledge - skills - and abilities required for the job.
reductions-in-force (RIF)
safety needs
graphic rating scale
job specifications
19. Hands-off approach over all decision-making without any further involvement unless asked to participate.
McDonnell Douglas Test
discipline
human resource planning
laissez-faire leadership type
20. Test that measure what a person can do right now.
achievement test
self-directed team
management by objectives (MBO)
job simplification
21. A resignation suggested by the employer to the employee.
Walsh-Healy Act
skill-based pay
pay for performance standard
encouraged resignation
22. Advancing to the next level in the minimum time required in the current position.
adverse impact
behavior observation scales (BOS)
fast tracking
job sharing
23. Belief that things happen due to their own responsibility.
internal locus
structured interview
characteristics model
competence based pay
24. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.
similar to me error
Norris-La Guardia Act
Employee Retirement Income Security Act (ERISA)
factor comparison system
25. Understanding the duties of the job.
generalized sexual harassment
compressed workweek
voluntary protection program (VPP)
job analysis
26. Sexual harassment that is nonthreatening - but causes co-worker discomfort.
Clayton Act
inappropriate sexual harassment
hourly pay
pluralism
27. A group with mix of specialists that are assigned rather than voluntary membership.
cross-functional team
customer appraisal
transactional leader
protected classes
28. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.
ethnorelativism
360-degree appraisal
strategic planning
position analysis questionnaire (PAQ)
29. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
voluntary protection program (VPP)
contrast effect
retirement
fast tracking
30. Sexual remarks or actions not targeted at a specific individual.
critical incident
positive discipline
generalized sexual harassment
error of central tendency
31. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
fast tracking
repatriation
Railway Labor Act
factor comparison system
32. Helps manager translate measurement framework from strategic to operational goals.
behavioral performance appraisal method
balanced scorecard (BSC)
taskforce team
structured interview
33. An interview that places the applicant in a simulated high stress setting to interview the candidate.
critical incident method
critical incident
balance sheet approach
stress interview
34. The idea that people with authority are subject to reporting to superiors.
accountability
red circle rates
continuous reinforcement
succession planning
35. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
expatriates
authorization card
wage curve
involuntary reduction
36. Theory Z people - those that have reached the self-actualization phase.
succession planning
contrast effect
trancenders
legitimate leadership
37. Idea that all cultures are inherently equal.
distributional errors
hygiene factors
ethnorelativism
ethnocentrism
38. Compensation system that equals American money to foreign money on terms of purchasing power.
wage curve
behavior observation scales (BOS)
balance sheet approach
graphic rating scale
39. The on-the-job method of development for new employees. May be formal or informal.
Executive Order 11246
orientation
Norris-La Guardia Act
servant leader
40. Sexual harassment that uses rewards; potential for criminal prosecution.
self-actualization
pay grades
solicitation sexual harassment
job rotation
41. 1938. Provided basic pay structure for workers. Those that have to be paid are non-exempt and must be paid at least the minimum wage. Those who hold executive or managerial positions are exempt.
Fair Labor Standards Act (FLSA)
democratic leadership type
individualistic ethical decision
pluralism
42. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
Age Discrimination in Employment Act
human resource planning
value-added compensation
distress
43. A report companies with 100 or more employees must fill out annually to determine workforce composition.
ethnocentrism
critical incident method
selection
EEO-1 Report
44. Rewards according to random times. Results in moderately high and stable performance.
variable-interval reinforcement
resignation
transactional leader
job rotation
45. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.
behavior checklist
referent power
critical incident
trait performance appraisal method
46. Compensation tied to a reward for effort and performance.
pay for performance standard
individualistic ethical decision
social needs
management by objectives (MBO)
47. Accommodation of several cultures.
value-added compensation
point system
pluralism
team appraisal
48. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.
discipline
transactional leader
absenteeism
leadership
49. Act that amended age discrimination in employment to include all employee benefits; also provided terminated employees with time to consider group termination or retirement programs and consult an attorney.
Older Workers Benefit Protection Act (OWBPA)
encouraged resignation
positive reinforcement
vertical career path
50. The process of screening - interviewing - and hiring individuals.
recruiting
progressive discipline
flextime
selection
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