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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. A neutral third party that will make the binding decision between both parties.
workforce diversity
arbitrator
job evaluation
results performance appraisal method
2. Documents that contain the main information about hazardous material.
job rotation
pay secrecy
Material Safety Data Sheets (MSDS)
individualistic ethical decision
3. An appraisal error involving groups of ratings given to employees.
structured interview
distributional errors
fixed-interval reinforcement
protected classes
4. Home country nationals that are employees who live and work in a different country than their own.
solicitation sexual harassment
expatriates
peer appraisal
Executive Order 11246
5. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
democratic leadership type
employee involvement (EI) groups
utilitarian ethical decision
development assignments
6. Rewards according to a specific time interval. Results in average and irregular performance.
achievement test
consumer price index (CPI)
repatriation
fixed-interval reinforcement
7. The rater checks statements on a list that he believes are characteristic of the employee.
job description
behavior checklist
repatriation
internal selection
8. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.
transactional leader
defined contribution plan
Long-term disability (LTD) insurance
ego strength
9. Can directly align employees with the organizational goals - with evaluation based on profits - sales - etc.
productivity
restricted policy
Preferred Provider Organization (PPO)
contributory pension plan
10. 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
motivators
preconventional moral development
McDonnell Douglas Test
silver handshake
11. The on-the-job method of development for new employees. May be formal or informal.
salary pay
orientation
contrast error
authorization card
12. Rejection of a higher percentage of protected classes for employment; unintentional discrimination.
Long-term disability (LTD) insurance
adverse impact
coercive sexual harassment
vesting
13. A pension plan in which only the employer funds pensions.
Davis-Bacon Act
noncontributory pension plan
learning organization
safety needs
14. Belief that things happen due to their own responsibility.
internal locus
fixed-interval reinforcement
hourly pay
alternative resolution procedure (ARD)
15. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
self-appraisal
four-fifths rule
skill-based pay
Clayton Act
16. An interview based on a set group of questions so to be compared answers across all candidates. Questions are asked based on job knowledge - job simulation - situational - and work willingness.
virtual team
human resource planning
structured interview
culture shock
17. A resignation in which an employee chooses to resign without provocation from the employer.
moral rights ethical decision
unencouraged resignation
graphic rating scale
host country nationals
18. An appraisal distributional error where the rater is reluctant to give high or low marks.
Civil Rights Act
utilitarian ethical decision
balance sheet approach
error of central tendency
19. Third level of Maslow's hierarchy. Includes friendship - family - and interaction.
employment-at-will
social needs
subordinate appraisal
arbitrator
20. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
progressive discipline
discipline
functional job analysis (FJA)
social needs
21. Means that people employed in an organization represent different cultural groups and human qualities.
unstructured interview
workforce diversity
forced-choice
cross-functional team
22. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
utilitarian ethical decision
involuntary reduction
Davis-Bacon Act
Preferred Provider Organization (PPO)
23. Requires the rater to choose from statements that best describe the employee's output.
forced-choice
authoritarian leadership type
Worker Adjustment and Restraining Notification (WARN)
Immigration Reform and Control Act
24. Sexual harassment that uses rewards; potential for criminal prosecution.
solicitation sexual harassment
behavior checklist
leadership
Norris-La Guardia Act
25. 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.
job enlargement
pay for performance standard
mixed-standard rating scale
tell and listen appraisal interview
26. Belief that one culture is superior to another.
process improvement team
ethnocentrism
pay equity
arbitrator
27. 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
computerized job analysis
inappropriate sexual harassment
culture shock
28. Sexual harassment that is nonthreatening - but causes co-worker discomfort.
active listening
inappropriate sexual harassment
strategic diversity management
expert power
29. Listening to understand without judgment.
variable-ratio reinforcement
democratic leadership type
active listening
safety needs
30. Rewards after a specific number of desired behaviors. Results in high or stable performance.
fixed-ratio reinforcement
computerized job analysis
human resource planning
trait performance appraisal method
31. A decision based on the long-term interests of an individual.
individualistic ethical decision
progressive discipline
EEO-1 Report
compressed workweek
32. An appraisal temporal error in which the appraiser inflates the evaluation because of a mutual connection.
fair representation
job classification system
similar to me error
recency error
33. 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.
preconventional moral development
contrast error
managing workforce diversity
strategic diversity management
34. Threat of power in order to convince someone to engage in sexual activity.
physiological needs
strategic diversity management
coercive sexual harassment
arbitrator
35. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
competence based pay
continuous reinforcement
factor comparison system
voluntary reduction
36. Removal of something unpleasant for desire behavior.
Health Insurance Portability and Accountability Act (HIPAA)
negative reinforcement
adverse impact
positive discipline
37. Belief that things happen due to luck or chance.
Age Discrimination in Employment Act
external locus
human resource planning
employee involvement (EI) groups
38. When every desired behavior is reinforced; effective when the behavior is new.
transformational leader
continuous reinforcement
safety needs
Railway Labor Act
39. Host country natives that are employees. Usually is shifted to because it is cheaper - gives a good impression on locals - and no adjustment to culture.
host country nationals
internal locus
charismatic leader
restricted policy
40. 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)
alternative resolution procedure (ARD)
learning organization
project team
41. Giving something unpleasant for an undesired behavior.
pay secrecy
consumer price index (CPI)
punishment
expert power
42. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.
career path
critical incident
Executive Order 11246
forced-choice
43. Diversity as a result of acquisitions and mergers - which is a forced diversification of the workplace.
strategic diversity management
human resource information system
separations
tell and sell appraisal interview
44. Rating based on having certain characteristics.
subordinate appraisal
error of leniency or strictness
mixed-standard rating scale
graphic rating scale
45. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.
Hay profile method
Medical savings account (MSA)
cafeteria plans
tell and listen appraisal interview
46. Hiring through searching and evaluating internal job postings and existing employee files.
internal selection
Older Workers Benefit Protection Act (OWBPA)
Civil Rights Act
Material Safety Data Sheets (MSDS)
47. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.
voluntary reduction
problem solving appraisal interview
Preferred Provider Organization (PPO)
balance sheet approach
48. Leadership based on the control that management has over rewarding subordinates.
job classification system
salary pay
reward leadership
transactional leader
49. Test that measure what a person can do right now.
piecework pay
achievement test
noncontributory pension plan
diversity awareness training
50. Groups of employees who meet to resolve problems and improve the organization.
job analysis
authoritarian leadership type
computerized job analysis
employee involvement (EI) groups