SUBJECTS
|
BROWSE
|
CAREER CENTER
|
POPULAR
|
JOIN
|
LOGIN
Business Skills
|
Soft Skills
|
Basic Literacy
|
Certifications
About
|
Help
|
Privacy
|
Terms
|
Email
Search
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 pension plan in which only the employer funds pensions.
Preferred Provider Organization (PPO)
human resource planning
preconventional moral development
noncontributory pension plan
2. Rates performance of employee achievement of goals set by manager and the employee.
balance sheet approach
wage curve
factor comparison system
management by objectives (MBO)
3. Unpaid union official that represents the employees when dealing with management.
union steward
Uniform Guidelines on Employee Selection Procedures
Equal Employment Opportunity Act
Medical savings account (MSA)
4. Minorities in the workplace.
balanced scorecard (BSC)
position analysis questionnaire (PAQ)
retirement
protected classes
5. Threat of power in order to convince someone to engage in sexual activity.
subordinate appraisal
defined benefit plan
legitimate leadership
coercive sexual harassment
6. 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
critical incident method
Uniformed Services Employment and Reemployment Act
Clayton Act
7. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
career plateauing
graphic rating scale
core competencies
self-appraisal
8. 1931. Required federal contracts for construction to specify minimum wage for workers.
job enlargement
labor agreement
Employee assistance programs (EAP)
Davis-Bacon Act
9. Encourages teamwork and knowledge transfer among employees.
career plateauing
postconventional moral development
development assignments
succession planning
10. Pay based on skills and increased job knowledge. Also called skilled based or knowledge based pay.
tell and sell appraisal interview
competence based pay
pay grades
utilitarian ethical decision
11. Helps manager translate measurement framework from strategic to operational goals.
separations
trancenders
balanced scorecard (BSC)
reductions-in-force (RIF)
12. A flexible benefit plan for the employee - letting them choose the benefits best suited to their personal needs and situation.
customer appraisal
cash balance pension plan
learning organization
cafeteria plans
13. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.
transformational leader
stress interview
Americans with Disabilities Act (ADA)
skill-based pay
14. Consists of vertical scales for each dimension of employee's performance.
business ethics
strategic planning
behaviorally anchored rating scale (BARS)
negative reinforcement
15. A program that encourages employers to go beyond the minimum requirements outlined by OSHA. It includes three: 1. Star 2. Merit 3. Demonstration
internal locus
voluntary protection program (VPP)
flextime
salary pay
16. 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.
Hay profile method
career plateauing
ethnocentrism
social contract ethical decision
17. A pension plan in which the amount is specific.
human resource information system
defined benefit plan
hostile environment
extinction
18. Pay by the hour.
Uniformed Services Employment and Reemployment Act
eustress
hourly pay
trancenders
19. A group with mix of specialists that are assigned rather than voluntary membership.
coercive sexual harassment
charismatic leader
achievement test
cross-functional team
20. 1986. Used to control the hiring - recruiting - or referring of people not eligible to work in the US. Uses the form I-9.
flextime
Immigration Reform and Control Act
adverse impact
horizontal career path
21. A report companies with 100 or more employees must fill out annually to determine workforce composition.
behaviorally anchored rating scale (BARS)
EEO-1 Report
red circle rates
recency error
22. A problem in evaluation due to being compared to someone previously evaluated.
distributional errors
contrast effect
fixed-ratio reinforcement
structured interview
23. Job evaluation based on classification of jobs in groups of predetermined wage grades. This is what the federal government uses.
flextime
management by objectives (MBO)
job classification system
project team
24. Advancing to the next level in the minimum time required in the current position.
pay for performance standard
error of leniency or strictness
job classification system
fast tracking
25. Rewards according to a random number of behaviors. Results in very high performance.
orientation
pay equity
variable-ratio reinforcement
behavioral performance appraisal method
26. Identification of future candidates for future anticipated vacancies.
constructive discharge
succession planning
critical incident
behavior checklist
27. The matching of people with future vacancies.
human resource planning
taskforce team
culture shock
expatriates
28. The curve in the scattergram that identifies the worth of jobs and wages.
wage curve
retirement
active listening
similar to me error
29. Listening to understand without judgment.
active listening
Clayton Act
host country nationals
variable-ratio reinforcement
30. 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.
distress
Walsh-Healy Act
OSHA form 300
hygiene factors
31. Systems that provide data for Human Resource control and decision making.
transactional leader
unstructured interview
human resource information system
tell and listen appraisal interview
32. Understanding the duties of the job.
competence based pay
succession planning
Fair Labor Standards Act (FLSA)
job analysis
33. Causes loss of productivity - frustration - or depression.
social contract ethical decision
values
punishment
burnout
34. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.
virtual team
generalized sexual harassment
protected classes
defined benefit plan
35. 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.
pluralism
characteristics model
authorization card
hourly pay
36. Performance appraisal that seeks evaluation from internal and external customers.
values
Railway Labor Act
customer appraisal
union steward
37. Not reporting to work.
absenteeism
Worker Adjustment and Restraining Notification (WARN)
alternative resolution procedure (ARD)
manager/supervisor appraisal
38. Belief that things happen due to luck or chance.
external locus
structured interview
managing workforce diversity
values
39. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.
progressive discipline
job enrichment
adverse impact
Norris-La Guardia Act
40. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
point system
piecework pay
behavior checklist
ego strength
41. A decision based on the principle that the behavior that causes the greatest good for the most is ethical.
utilitarian ethical decision
physiological needs
subordinate appraisal
graphic rating scale
42. Basic individual beliefs about right and wrong.
punishment
succession planning
job specifications
values
43. 1970. A law passed to attempt to reduce workplace injuries and illnesses. It's general area of responsibility are: 1.General Industry 2. Maritime 3. Construction 4. Agriculture
cross-functional team
Hay profile method
contributory pension plan
Occupational Safety and Health Act (OSHA)
44. Test that measure what a person can do right now.
job evaluation
achievement test
contrast effect
401(k) savings plan
45. 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.
fair representation
Preferred Provider Organization (PPO)
horizontal career path
eustress
46. 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
recruiting
postconventional moral development
Health Maintenance Organization (HMO)
47. An extremely hard goal - but not impossible to reach.
wage curve
retirement
employment-at-will
stretch goal
48. 194-point questionnaire with five-point scale to determine the degree in which tasks are performed.
job rotation
self-directed team
position analysis questionnaire (PAQ)
pluralism
49. 1963. Amendment to the Fair Labor Standards Act. No discrimination of pay - benefits - or pension based on gender.
hygiene factors
Equal Pay Act
Material Safety Data Sheets (MSDS)
expert power
50. A leader who motivates people to transcend their personal interests for the good of the group; characterized by the ability to bring innovation.
Supplemental unemployment benefits (SUBS)
tell and listen appraisal interview
authorization card
transformational leader