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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. 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.
voluntary protection program (VPP)
Taft-Hartley Act (Labor Management Relations Act)
workforce diversity
recency error
2. Involves determining the type and number of individuals needed to get the job done.
unencouraged resignation
graphic rating scale
postconventional moral development
job analysis
3. Hiring through searching and evaluating internal job postings and existing employee files.
job classification system
internal selection
development assignments
silver handshake
4. Characterized by an open-line communication between workers and management; values team-input - and facilitates group cooperation without being overly active within the group.
contrast effect
democratic leadership type
vesting
Older Workers Benefit Protection Act (OWBPA)
5. The process of screening - interviewing - and hiring individuals.
Taft-Hartley Act (Labor Management Relations Act)
selection
involuntary reduction
Older Workers Benefit Protection Act (OWBPA)
6. Rating based on having certain characteristics.
graphic rating scale
Age Discrimination in Employment Act
stress interview
manager/supervisor appraisal
7. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
broadbanding
Wagner Act (National Labor Relations Act)
development assignments
factor comparison system
8. Highest level of Maslow's hierarchy. Includes morality - creativity - spontaneity - problem solving - lack of prejudice - and acceptance of facts.
compressed workweek
affirmative action
self-actualization
third-country nationals
9. Threat of power in order to convince someone to engage in sexual activity.
affirmative action
productivity
coercive sexual harassment
job specifications
10. Rating based on comparison than a standard.
consumer price index (CPI)
mixed-standard rating scale
noncontributory pension plan
Equal Pay Act
11. Documents that contain the main information about hazardous material.
ego strength
Material Safety Data Sheets (MSDS)
internal locus
utilitarian ethical decision
12. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.
wage and salary survey
hygiene factors
voluntary reduction
physiological needs
13. An appraisal error involving groups of ratings given to employees.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
core competencies
distributional errors
job classification system
14. The rater checks statements on a list that he believes are characteristic of the employee.
Preferred Provider Organization (PPO)
Bona Fide Occupational Qualification (BFOQ)
mixed-standard rating scale
behavior checklist
15. Sexual remarks or actions not targeted at a specific individual.
compressed workweek
horizontal career path
transactional leader
generalized sexual harassment
16. 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
job enlargement
recruiting
unstructured interview
17. 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.
criminal sexual harassment
job enrichment
democratic leadership type
career plateauing
18. Includes the social environment of the workplace and informal work groups.
ethnocentrism
360-degree appraisal
fair representation
informal factors
19. Leadership dependent upon one's position within the company.
Employee Retirement Income Security Act (ERISA)
legitimate leadership
fixed-interval reinforcement
subordinate appraisal
20. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.
managing workforce diversity
defined contribution plan
Civil Rights Act
unencouraged resignation
21. A resignation in which an employee chooses to resign without provocation from the employer.
accountability
unencouraged resignation
position analysis questionnaire (PAQ)
skill-based pay
22. Means that people employed in an organization represent different cultural groups and human qualities.
fast tracking
recruiting
workforce diversity
equal employment opportunity (EEO) laws
23. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.
taskforce team
Bona Fide Occupational Qualification (BFOQ)
silver handshake
virtual team
24. Minorities in the workplace.
solicitation sexual harassment
social needs
protected classes
pay for performance standard
25. 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
cash compensation
burnout
tell and listen appraisal interview
26. A report companies with 100 or more employees must fill out annually to determine workforce composition.
ego strength
behavior observation scales (BOS)
adverse impact
EEO-1 Report
27. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
business ethics
involuntary reduction
Employee assistance programs (EAP)
learning organization
28. A behavioral method that notes an unusual event that identifies superior or inferior performance by the employee.
Bona Fide Occupational Qualification (BFOQ)
wage and salary survey
critical incident
job sharing
29. Right for an employer to terminate an employee for no reason and for the employee to resign for the same.
self-appraisal
employment-at-will
Landrum-Griffin Act
employee involvement (EI) groups
30. Power derived from the degree in which one is admired and people want to emulate them.
motivators
absenteeism
referent power
flextime
31. The matching of people with future vacancies.
labor agreement
mixed-standard rating scale
skill-based pay
human resource planning
32. Requires the rater to choose from statements that best describe the employee's output.
forced-choice
authorization card
human resource planning
job sharing
33. The number of days in the work week is shortened and the hours per day are longer.
Age Discrimination in Employment Act
compressed workweek
forced-choice
learning organization
34. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge
restricted policy
positive discipline
Davis-Bacon Act
progressive discipline
35. Flexible working hours that allow workers to choose start and end times.
distress
flextime
behavioral performance appraisal method
Uniform Guidelines on Employee Selection Procedures
36. Includes hourly wages - salaries - and bonuses.
employment-at-will
cash compensation
business ethics
conventional moral development
37. 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.
flextime
social needs
forced-choice
tell and listen appraisal interview
38. Identifies the actions that should or should not be seen on the job - used mainly for developmental feedback..
core competencies
involuntary reduction
essay
behavioral performance appraisal method
39. Theory Z people - those that have reached the self-actualization phase.
Age Discrimination in Employment Act
graphic rating scale
trancenders
Taft-Hartley Act (Labor Management Relations Act)
40. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.
piecework pay
pay secrecy
cafeteria plans
motivators
41. Method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective.
critical incident method
charismatic leader
variable-interval reinforcement
succession planning
42. Binding document with terms or conditions or rules.
Railway Labor Act
balance sheet approach
employee involvement (EI) groups
labor agreement
43. 1959. Specially tailored to make labor officials responsible for the union's financial affairs - to prevent bully-boy tactics - ensure democratic voting practices within unions - outlaw secondary boycotts - and restrict picketing. Also called Labor-M
reductions-in-force (RIF)
hourly pay
Landrum-Griffin Act
Pregnancy Discrimination Act
44. Harassment based on employment decisions; an economic or position consequence for noncompliance.
conventional moral development
401(k) savings plan
equal employment opportunity (EEO) laws
quid pro quo harassment
45. The oldest and simplest job evaluation that is based on grouping the jobs based on their relative worth to one another; can only be used on a small number of jobs.
job ranking system
essay
functional job analysis (FJA)
behavior observation scales (BOS)
46. Statement authorizing union to act as their representative.
unencouraged resignation
Civil Rights Act
characteristics model
authorization card
47. 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.
Medical savings account (MSA)
hot-stove approach
essay
host country nationals
48. 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.
preconventional moral development
peer appraisal
postconventional moral development
authorization card
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.
development assignments
Older Workers Benefit Protection Act (OWBPA)
contrast effect
similar to me error
50. Breeds mistrust in the workplace; fairly excepted practice in private industry.
results performance appraisal method
computerized job analysis
development assignments
pay secrecy