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DSST Human Resource Management
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Subjects
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dsst
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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. An situation in which an employer makes work life so difficult for the employee that they have no choice but to resign.
Civil Rights Act
constructive discharge
salary pay
legitimate leadership
2. RIF that include some type of severance pay and extension of benefits for a predetermined period of time.
compressed workweek
affirmative action
voluntary reduction
human resource information system
3. RIF that is composed of lay-offs - either across the board or through company reorganization that result in fewer available positions.
diversity awareness training
involuntary reduction
social needs
non-cash compensation
4. Quantitative approach to job analysis that assumes all parts of the job relate to data - people - and things.
active listening
functional job analysis (FJA)
skill-based pay
reward leadership
5. Federal agencies and government contractors must comply with anti discrimination practices. Created the Office of Federal Contract Compliance Programs (OFCCP) to enforce this.
process improvement team
Executive Order 11246
coercive leadership
constructive discharge
6. A resignation suggested by the employer to the employee.
Occupational Safety and Health Act (OSHA)
retirement
encouraged resignation
eustress
7. A decision based on the long-term interests of an individual.
business ethics
individualistic ethical decision
career path
competence based pay
8. Involves determining the type and number of individuals needed to get the job done.
Civil Rights Act
structured interview
host country nationals
job analysis
9. Positive stress that makes some strive to accomplish something.
Age Discrimination in Employment Act
Uniform Guidelines on Employee Selection Procedures
eustress
halo effect
10. Performance appraisal that seeks evaluation from internal and external customers.
host country nationals
customer appraisal
piecework pay
characteristics model
11. 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
cross-functional team
variable-interval reinforcement
team appraisal
12. An intent to resign from a company that is typically expressed in written communication to the employee's manager.
resignation
ethnorelativism
job analysis
EEO-1 Report
13. Different types of employee complaint resolution procedures.
broadbanding
flextime
alternative resolution procedure (ARD)
values
14. 1990. Employers cannot discriminate against people with physical or mental capabilities - and must make reasonable accommodations for people with disabilities or religious preferences.
Americans with Disabilities Act (ADA)
Railway Labor Act
solicitation sexual harassment
reward leadership
15. Identification of future candidates for future anticipated vacancies.
succession planning
authoritarian leadership type
recency error
generalized sexual harassment
16. 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.
hygiene factors
job ranking system
factor comparison system
variable-ratio reinforcement
17. Rewards according to random times. Results in moderately high and stable performance.
project team
human resource planning
variable-interval reinforcement
productivity
18. Sexual remarks or actions not targeted at a specific individual.
job rotation
cash balance pension plan
hot-stove approach
generalized sexual harassment
19. 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.
factor comparison system
preconventional moral development
results performance appraisal method
postconventional moral development
20. 1967. No discrimination based on ages of people over 40. No pressure for older to retire; no terminating only older employees when downsizing;
Age Discrimination in Employment Act
Bona Fide Occupational Qualification (BFOQ)
job rotation
punishment
21. Basic individual beliefs about right and wrong.
taskforce team
values
reward leadership
customer appraisal
22. 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).
factor comparison system
separations
cash balance pension plan
position analysis questionnaire (PAQ)
23. An extremely hard goal - but not impossible to reach.
non-cash compensation
stretch goal
career path
voluntary reduction
24. Teaching long-term skills.
development
accountability
trancenders
Occupational Safety and Health Act (OSHA)
25. Insurance that pays for nursing homes and medical-related costs to old age and illness.
Long-term disability (LTD) insurance
constructive discharge
career plateauing
third-country nationals
26. Power based on individual expertise.
recency error
customer appraisal
expert power
Americans with Disabilities Act (ADA)
27. Highly trained workers that are a group that perform interdependent tasks.
equal employment opportunity (EEO) laws
motivators
Railway Labor Act
self-directed team
28. Law that affects employers with one hundred or more employees and requires the employer to give advance notice of at least sixty days when a plant closing or mass layoff is planned.
Worker Adjustment and Restraining Notification (WARN)
values
virtual team
pay secrecy
29. Leadership based on the control that management has over rewarding subordinates.
Walsh-Healy Act
resignation
reward leadership
defined benefit plan
30. Various software programs that write job description and specifications based on job analysis.
self-directed team
job classification system
quality circle
computerized job analysis
31. A trait method that requires the rater to describe the employee's performance in a statement.; fairly subjective and reliant on the manager's ability to write effective statements.
essay
Fair Labor Standards Act (FLSA)
human resource information system
manager/supervisor appraisal
32. Group of healthcare providers that guarantee lower healthcare costs to the employer; seen as a higher quality to the employee.
job analysis
job simplification
job ranking system
Preferred Provider Organization (PPO)
33. An appraisal error involving groups of ratings given to employees.
distributional errors
constructive discharge
recency error
Americans with Disabilities Act (ADA)
34. Defining the characteristics that the organization feels would be a good fit for the vacancies. To recruit - an organization must conduct job analysis - provide a job description - and give job specification.
Consolidated Omnibus Budget Reconciliation Act (COBRA)
similar to me error
involuntary reduction
recruiting
35. 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.
subordinate appraisal
expert power
Fair Labor Standards Act (FLSA)
Davis-Bacon Act
36. Second level of Maslow's hierarchy. Includes security of body - employment - resources - morality - family - health - and posterity.
orientation
distress
safety needs
job analysis
37. Requires the rater to choose from statements that best describe the employee's output.
generalized sexual harassment
forced-choice
Davis-Bacon Act
values
38. An appraisal error based on biases of how the information is selected - evaluated - or organized.
temporal errors
generalized sexual harassment
variable-interval reinforcement
motivators
39. A report companies with 100 or more employees must fill out annually to determine workforce composition.
Hay profile method
continuous reinforcement
EEO-1 Report
job description
40. 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.
charge form
job simplification
ego strength
Taft-Hartley Act (Labor Management Relations Act)
41. The curve in the scattergram that identifies the worth of jobs and wages.
wage curve
individualistic ethical decision
taskforce team
preconventional moral development
42. Employment at home while communicating with the workplace by phone or fax or modem
telecommuting
balanced scorecard (BSC)
training
career path
43. 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
moral rights ethical decision
Railway Labor Act
Americans with Disabilities Act (ADA)
44. A group of people that rely primarily or exclusively on electronic forms of communication to work together in accomplishing goals.
position analysis questionnaire (PAQ)
solicitation sexual harassment
virtual team
affirmative action
45. Improvement of job efficiency by simplifying it.
authoritarian leadership type
job simplification
utilitarian ethical decision
physiological needs
46. 1964 - amended in 1972 - 1991 - and 1994. Broadest and most significant law affecting employment opportunity rights.
transactional leader
subordinate appraisal
selection
Civil Rights Act
47. 1. Treatment that punishes 2. Orderly behavior in an organization 3. Training that corrects undesirable behavior and develops self control
Uniformed Services Employment and Reemployment Act
discipline
wage and salary survey
external locus
48. Strength of person's convictions. The higher it is - the more likely one will follow what they believe is ethical in lieu of following unethical impulses.
host country nationals
horizontal career path
Equal Employment Opportunity Act
ego strength
49. Rewards according to a specific time interval. Results in average and irregular performance.
trancenders
eustress
fixed-interval reinforcement
Preferred Provider Organization (PPO)
50. 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.
development
recruiting
inappropriate sexual harassment
characteristics model
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