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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. Requires the rater to choose from statements that best describe the employee's output.
salary pay
stretch goal
forced-choice
team appraisal
2. Measure the extent which someone has characteristics. Relatively inexpensive - but high potential for errors - and not useful in allocating rewards or promotions.
horizontal career path
disparate treatment
distress
trait performance appraisal method
3. Advancing to the next level in the minimum time required in the current position.
moral rights ethical decision
fast tracking
contrast effect
quality circle
4. 1972. Extended Civil Rights Title VII to government workers.
flextime
Uniform Guidelines on Employee Selection Procedures
Equal Employment Opportunity Act
cross-functional team
5. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.
whistleblowing
pluralism
wage and salary survey
constructive discharge
6. A use of motivators to increase satisfaction.
Supplemental unemployment benefits (SUBS)
Bona Fide Occupational Qualification (BFOQ)
trait performance appraisal method
job enrichment
7. Sexual harassment that is nonthreatening - but causes co-worker discomfort.
strategic planning
inappropriate sexual harassment
active listening
similar to me error
8. An appraisal distributional error where the appraiser gives their employees unusually high or low marks.
skill-based pay
EEO-1 Report
Equal Employment Opportunity Act
error of leniency or strictness
9. Power derived from the degree in which one is admired and people want to emulate them.
quality circle
401(k) savings plan
development
referent power
10. Highly trained workers that are a group that perform interdependent tasks.
self-directed team
human resource information system
balanced scorecard (BSC)
authoritarian leadership type
11. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.
skill-based pay
Equal Pay Act
Health Maintenance Organization (HMO)
career plateauing
12. Unpaid union official that represents the employees when dealing with management.
union steward
esteem needs
selection
structured interview
13. Documents that contain the main information about hazardous material.
hygiene factors
Material Safety Data Sheets (MSDS)
social needs
Older Workers Benefit Protection Act (OWBPA)
14. 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.
tell and listen appraisal interview
equal employment opportunity (EEO) laws
continuous reinforcement
core competencies
15. The second level of moral development in which people make decisions that conform to societal expectations. A characteristic of managers who encourage work collaboration.
accountability
conventional moral development
similar to me error
pluralism
16. An interview that places the applicant in a simulated high stress setting to interview the candidate.
Age Discrimination in Employment Act
vertical career path
Wagner Act (National Labor Relations Act)
stress interview
17. Discipline based on corrective measures of increasing degree. Most commonly used. 1. Oral Warning 2. Written Warning 3. Suspension without Pay 4. Discharge
training
variable-ratio reinforcement
progressive discipline
halo effect
18. A medical insurance plan that the employer contributes to meet the needs of the individual's medical needs.
hostile environment
Medical savings account (MSA)
Fair Labor Standards Act (FLSA)
Americans with Disabilities Act (ADA)
19. Only suitable defense against discrimination; postulates that age - religion - sex - or nationality is an actual qualification for the job. It does NOT cover race or color.
Bona Fide Occupational Qualification (BFOQ)
burnout
postconventional moral development
pay grades
20. A group with mix of specialists that are assigned rather than voluntary membership.
tell and listen appraisal interview
cross-functional team
critical incident method
mixed-standard rating scale
21. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
active listening
cash balance pension plan
involuntary reduction
equal employment opportunity (EEO) laws
22. An employer-created fund for laid off employees to draw from on top of unemployment benefits.
defined contribution plan
learning organization
Fair Labor Standards Act (FLSA)
Supplemental unemployment benefits (SUBS)
23. Guarantee of benefits - especially in pension plans.
development
alternative resolution procedure (ARD)
hourly pay
vesting
24. Fourth level of Maslow's hierarchy. Includes self-esteem - confidence - achievement - respect of and by others.
esteem needs
Consolidated Omnibus Budget Reconciliation Act (COBRA)
management by objectives (MBO)
Equal Pay Act
25. Payment rates above the pay range.
Fair Labor Standards Act (FLSA)
mixed-standard rating scale
EEO-1 Report
red circle rates
26. Pay according to the number of units produced.
self-actualization
piecework pay
Davis-Bacon Act
active listening
27. Causes loss of productivity - frustration - or depression.
job specifications
restricted policy
error of leniency or strictness
burnout
28. Bottom level of Maslow's hierarchy. Includes shelter - food - sleep - breaks - and compensation.
characteristics model
moral rights ethical decision
cross-functional team
physiological needs
29. The matching of people with future vacancies.
involuntary reduction
pay secrecy
job enrichment
human resource planning
30. A process to make the job more complex to improve the level of boredom of an oversimplified job.
job enlargement
cafeteria plans
pluralism
charge form
31. Performance appraisal that seeks evaluation from internal and external customers.
job analysis
customer appraisal
progressive discipline
selection
32. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
moral rights ethical decision
management by objectives (MBO)
point system
Executive Order 11246
33. A report companies with 100 or more employees must fill out annually to determine workforce composition.
EEO-1 Report
job enlargement
broadbanding
training
34. Teaching long-term skills.
development
tell and sell appraisal interview
eustress
preconventional moral development
35. A decision based on total impartiality.
whistleblowing
McDonnell Douglas Test
balance sheet approach
justice ethical decision
36. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.
taskforce team
Preferred Provider Organization (PPO)
job enlargement
Landrum-Griffin Act
37. Training designed to make people recognize and address their own prejudices.
pay secrecy
leadership
diversity awareness training
variable-interval reinforcement
38. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.
career path
hot-stove approach
team appraisal
discipline
39. Positive stress that makes some strive to accomplish something.
process improvement team
eustress
discipline
protected classes
40. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.
cafeteria plans
error of leniency or strictness
constructive discharge
manager/supervisor appraisal
41. A career path that is hiearchical in nature and consists of interdependent sequential jobs.
vertical career path
individualistic ethical decision
piecework pay
Walsh-Healy Act
42. Performance appraisal by an employee of their superior. Usually evaluates on leadership - oral communication - delegation of authority - coordination of team efforts - and interest in subordinates.
trait performance appraisal method
subordinate appraisal
employment-at-will
postconventional moral development
43. Belief that things happen due to their own responsibility.
internal locus
McDonnell Douglas Test
selection
external locus
44. Not reporting to work.
absenteeism
job enrichment
piecework pay
transactional leader
45. Rewards according to random times. Results in moderately high and stable performance.
competence based pay
Supplemental unemployment benefits (SUBS)
continuous reinforcement
variable-interval reinforcement
46. Employment at home while communicating with the workplace by phone or fax or modem
Employee Retirement Income Security Act (ERISA)
telecommuting
Norris-La Guardia Act
positive reinforcement
47. 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.
orientation
career path
postconventional moral development
aptitude tests
48. The combination of various appraisal systems to give the manager and employee the best view into the performance.
fair representation
external locus
affirmative action
360-degree appraisal
49. A pension plan in which the employer contributes percentage of employer pay to an account that earns interest. When the employee leaves - the amount is rolled up into an individual retirement account (IRA).
cash balance pension plan
esteem needs
Equal Employment Opportunity Act
job classification system
50. Various software programs that write job description and specifications based on job analysis.
Americans with Disabilities Act (ADA)
protected classes
computerized job analysis
unencouraged resignation