DSST Human Resource Management Exam

Human resource management is an essential component of all companies, regardless of how large or small. For this reason most college business programs require course credit in human resources. But what if you already understand the basics of human resource management through independent study or work experience? Then the DSST Human Resource Management exam might be right for you.
DSST is a prior learning assessment program. This means that it measures what you already know, to help you earn college credit for that knowledge so you can move on to the courses you really need. Thousands of colleges and universities nationwide accept DSST exams for credit, and DSST is approved by the American Council for Education (ACE). However, you should check your own college or university requirements before registering for any DSST exam.

The DSST Human Resource Management exam covers these topics:

  1. An Overview of the Human Resource Management Field
  2. Human Resource Planning
  3. Staffing
  4. Training and Development,
  5. Performance Appraisals
  6. Compensation Issues
  7. Safety and Health
  8. Employee Rights and Discipline
  9. Employment Law
  10. Labor Unions
  11. International Human Resource Management
  12. Current Issues and Trends.

When you are studying for the exam, you should review a DSST Human Resource Management exam study guide, which provides a detailed outline of what will appear on the exam. You may also want to check out some introductory human resources textbooks.
Most testing centers offer the Internet-based DSST Human Resource Management exam, and your scores will be available immediately after testing. If you would like your scores sent to a school of your choosing, you will need to enter the school code on the registration form.

DSST Human Resource Management Practice Questions

1. Which of the following is correct about branding relative to human resources?
A. Branding applies to marketing and sales, but not to human resource management.
B. Branding has to do with a company’s corporate image or culture in terms of HR.
C. Branding means that some corporations have a brand, but other companies don’t.
D. Branding identifies a firm’s public reputation but has little to do with employees.
E. Branding in employment is completely separate from product or business brands.
2. Of the following areas, which is not considered a function of human resource management?
A. Staffing
B. Development
C. Compensation
D. Human capital metrics
E. Employee and labor relations
3. Joe, a middle manager in a corporation, tends to agree with his boss and with other corporate leaders in general about what is right or wrong in hiring and management practices and his actions at work tend to be consistent with his beliefs. This description of Joe is an example of:
A. Type I ethics
B. Type II ethics
C. Types I and II ethics
D. Type III ethics
E. None of these
4. Which of the following is not one of the steps in organizational strategic planning?
A. Mission determination
B. Environmental assessment
C. Objective establishment
D. Strategy determination
E. Strategy implementation
Use the following information to answer Question 5:
Job analysis is meant to answer six main questions. Two of these questions are: What physical and mental tasks does the employee do? and: What qualifications are required to do the job?
5. Which is not one of the other four questions?
A. What tools does the employee use?
B. When should the job be completed?
C. Where is this job going to be done?
D. How does the employee do the job?
E. For what reason(s) is this job done?
6. One method used by job analysts is observation of employees. Which of these is not another method used in job analysis?
A. Interviews
B. Questionnaires
C. Employee recording
D. Combining methods
E. Social media sites
7. Which of these is not considered an alternative to recruitment for an organization?
A. Overtime
B. Outsourcing
C. Contingent workers
D. Promotion from within
E. Professional employer organizations
8. According to the Department of Labor’s 2006 guidelines for online recruiting, which is not a criterion to determine if someone is an Internet applicant?
A. The individual has applied for a specific job on the company’s website.
B. The individual is considered only for a certain open job by the employer.
C. The individual applies during a time with high labor market conditions.
D. The individual finds s/he meets the job’s stated minimum qualifications.
E. The individual has not subsequently rescinded his/her interest in the job.
9. Which of these is not true of environmental variables that impact the employee selection process?
A. The time that a company has to make hiring decisions has a great impact on the process.
B. The level of a job in the company’s hierarchy has no effect on its approach to selection.
C. The size of the applicant pool and resulting selection ratio change the selection process.
D. The type of organization involved in the selection process differentially affects choices.
E. The use of a period of probation can replace part of the selection process or evaluate it.
10. Of the following required characteristics of well-designed job selection tests, which is the most important?
A. Validity
B. Reliability
C. Test norms
D. Objectivity
E. Standardization
DSST Human Resource Management Practice Questions Answer Key


Last Updated: June 18, 2021