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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. A leader that clarifies roles - initiates structure - provides rewards - and is considerate of employees; fair - hardworking - and tolerant; emphasizes job-oriented(not personal) needs.
positive reinforcement
stress interview
flextime
transactional leader
2. 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
distributional errors
wage curve
variable-ratio reinforcement
3. 1926. Required employers to collectively bargain with unions. In 1936 - amended to include airlines.
consumer price index (CPI)
Norris-La Guardia Act
Occupational Safety and Health Act (OSHA)
Railway Labor Act
4. Pay according to the number of units produced.
cafeteria plans
hostile environment
piecework pay
retirement
5. Compensation system that equals American money to foreign money on terms of purchasing power.
cash compensation
employment-at-will
balance sheet approach
Taft-Hartley Act (Labor Management Relations Act)
6. Sexual remarks or actions not targeted at a specific individual.
laissez-faire leadership type
core competencies
job sharing
generalized sexual harassment
7. Laws that prevent discrimination in the workplace.
equal employment opportunity (EEO) laws
EEO-1 Report
similar to me error
taskforce team
8. 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)
Health Insurance Portability and Accountability Act (HIPAA)
positive discipline
coercive sexual harassment
Landrum-Griffin Act
9. Training designed to make people recognize and address their own prejudices.
job evaluation
vertical career path
diversity awareness training
transformational leader
10. Quantitative job evaluation that determines the value based on the points assigned to it; uses the point manual.
stretch goal
restricted policy
peer appraisal
point system
11. 1972. Extended Civil Rights Title VII to government workers.
Equal Employment Opportunity Act
active listening
contrast error
taskforce team
12. Theory Z people - those that have reached the self-actualization phase.
voluntary protection program (VPP)
internal locus
trancenders
Bona Fide Occupational Qualification (BFOQ)
13. Performance appraisal that recognizes team accomplishement instead of individual performance - used by companies with a strong total quality management (TQM) emphasis.
compressed workweek
team appraisal
job enrichment
career path
14. A succession of linked jobs that prepares a worker for advancement to the next job in the chain.
OSHA form 300
career path
core competencies
democratic leadership type
15. An employer-created fund for laid off employees to draw from on top of unemployment benefits.
referent power
Supplemental unemployment benefits (SUBS)
management by objectives (MBO)
job sharing
16. 1974. Main federal legislation responsible for controlling employee benefit and retirement plans.
Uniform Guidelines on Employee Selection Procedures
physiological needs
cross-functional team
Employee Retirement Income Security Act (ERISA)
17. Rates performance of employee achievement of goals set by manager and the employee.
management by objectives (MBO)
democratic leadership type
vertical career path
contrast effect
18. 1932. Labor legislation that outlawed 'yellow dog' contracts and forbade federal courts from issuing injunctions to restrain strikes - boycotts - and peaceful picketing.
affirmative action
separations
Norris-La Guardia Act
360-degree appraisal
19. The on-the-job method of development for new employees. May be formal or informal.
McDonnell Douglas Test
computerized job analysis
orientation
quid pro quo harassment
20. The combination of various appraisal systems to give the manager and employee the best view into the performance.
360-degree appraisal
positive discipline
job specifications
skill-based pay
21. Long-term(5 years +) planning reserved for the highest levels of management.
core competencies
temporal errors
strategic planning
managing workforce diversity
22. Leadership based on the control that management has over rewarding subordinates.
skill-based pay
reward leadership
Uniform Guidelines on Employee Selection Procedures
job analysis
23. Highly trained workers that are a group that perform interdependent tasks.
balanced scorecard (BSC)
401(k) savings plan
self-directed team
encouraged resignation
24. 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.
job analysis
management by objectives (MBO)
horizontal career path
tell and sell appraisal interview
25. Rewards according to a random number of behaviors. Results in very high performance.
behavior observation scales (BOS)
computerized job analysis
Consolidated Omnibus Budget Reconciliation Act (COBRA)
variable-ratio reinforcement
26. The degree in which an individual believes they have control of their fate.
balanced scorecard (BSC)
informal factors
locus control
motivators
27. A pension plan in which amount of benefits are based on how much is in their account at time of retirement.
defined contribution plan
career path
protected classes
job analysis
28. The need for achievement - recognition - responsibility - and growth; they both eliminate job dissatisfaction and stimulate motivation.
quid pro quo harassment
motivators
ethnocentrism
position analysis questionnaire (PAQ)
29. Evaluating self - considering one's own strengths and weaknesses. Best used for developmental purposes.
Fair Labor Standards Act (FLSA)
skill-based pay
self-appraisal
stretch goal
30. The ability to influence people to achieve goals for the organization.
learning organization
pay for performance standard
leadership
quality circle
31. An appraisal error based on biases of how the information is selected - evaluated - or organized.
temporal errors
job evaluation
management by objectives (MBO)
core competencies
32. Advancing to the next level in the minimum time required in the current position.
fast tracking
democratic leadership type
employment-at-will
servant leader
33. Reporting criminal activity to the government.
individualistic ethical decision
whistleblowing
reward leadership
Family and Medical Leave Act (FMLA)
34. A decision based on total impartiality.
Worker Adjustment and Restraining Notification (WARN)
justice ethical decision
variable-ratio reinforcement
cash balance pension plan
35. Giving something unpleasant for an undesired behavior.
punishment
external locus
authorization card
contributory pension plan
36. Minorities in the workplace.
horizontal career path
development
fast tracking
protected classes
37. Rewards according to random times. Results in moderately high and stable performance.
variable-interval reinforcement
criminal sexual harassment
error of leniency or strictness
encouraged resignation
38. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
characteristics model
involuntary reduction
salary pay
management by objectives (MBO)
39. Method that determines the relative worth of jobs.
Hay profile method
job evaluation
workforce diversity
vesting
40. Positive stress that makes some strive to accomplish something.
Equal Employment Opportunity Act
learning organization
diversity awareness training
eustress
41. Documents that contain the main information about hazardous material.
Material Safety Data Sheets (MSDS)
job enrichment
diversity awareness training
human resource planning
42. Services provided for workers to deal with problems that interfere with how they do their jobs.
Employee assistance programs (EAP)
core competencies
fixed-interval reinforcement
Uniformed Services Employment and Reemployment Act
43. Evaluation based on factor-by-factor of development and comparison. Comparison against key jobs within the organization.
Older Workers Benefit Protection Act (OWBPA)
factor comparison system
reward leadership
piecework pay
44. 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
adverse impact
coercive leadership
productivity
45. An interview that places the applicant in a simulated high stress setting to interview the candidate.
contrast effect
Hay profile method
stress interview
moral rights ethical decision
46. Includes the social environment of the workplace and informal work groups.
self-directed team
informal factors
distributional errors
manager/supervisor appraisal
47. Identification of future candidates for future anticipated vacancies.
protected classes
recency error
value-added compensation
succession planning
48. Power derived from the degree in which one is admired and people want to emulate them.
project team
diversity awareness training
active listening
referent power
49. Team formed to solve a major organizational issue.
charismatic leader
taskforce team
virtual team
accountability
50. An appraisal distributional error where the rater is reluctant to give high or low marks.
equal employment opportunity (EEO) laws
transformational leader
error of central tendency
social needs
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