Latest PDF of DSST-HRM: Human Resource Management

Human Resource Management Practice Test

DSST-HRM exam Format | Course Contents | Course Outline | exam Syllabus | exam Objectives

Test Details:
- exam Name: HR DSST-HRM Human Resource Management
- exam Format: Multiple-choice questions
- exam Duration: 2 hours
- Passing Score: Varies (set by DSST)
- Prerequisites: None
- Credit Recommendation: Varies (set by individual colleges and universities)

Course Outline: HR DSST-HRM Human Resource Management

I. Introduction to Human Resource Management
A. Role and importance of HRM
B. HRM functions and responsibilities
C. HRM legal and ethical considerations

II. Staffing and Recruitment
A. Job analysis and job descriptions
B. Recruitment methods and strategies
C. Selection processes and techniques

III. Employee Training and Development
A. Training needs assessment
B. Training methods and techniques
C. Career development and succession planning

IV. Performance Management and Compensation
A. Performance appraisal systems
B. Performance feedback and coaching
C. Compensation and benefits management

V. Employee Relations and Labor Laws
A. Employee engagement and motivation
B. Employee discipline and conflict resolution
C. Employment laws and regulations

VI. HRM in a Global Context
A. Global HRM challenges and strategies
B. Cross-cultural management
C. Expatriate management

Exam Objectives:
- Understand the role and importance of human resource management
- Demonstrate knowledge of HRM functions, responsibilities, and legal considerations
- Apply effective staffing and recruitment strategies
- Implement employee training and development programs
- Manage performance and compensation systems
- Understand employee relations and labor laws
- Analyze HRM challenges and strategies in a global context

Syllabus:
The syllabus for the HR DSST-HRM Human Resource Management course covers the following syllabus in detail:

Module 1: Introduction to Human Resource Management
- Role and importance of HRM
- HRM functions and responsibilities
- HRM legal and ethical considerations

Module 2: Staffing and Recruitment
- Job analysis and job descriptions
- Recruitment methods and strategies
- Selection processes and techniques

Module 3: Employee Training and Development
- Training needs assessment
- Training methods and techniques
- Career development and succession planning

Module 4: Performance Management and Compensation
- Performance appraisal systems
- Performance feedback and coaching
- Compensation and benefits management

Module 5: Employee Relations and Labor Laws
- Employee engagement and motivation
- Employee discipline and conflict resolution
- Employment laws and regulations

Module 6: HRM in a Global Context
- Global HRM challenges and strategies
- Cross-cultural management
- Expatriate management

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HR
DSST-HRM
Human Resource Management
https://killexams.com/pass4sure/exam-detail/DSST-HRM
Question: 54
Which of the following spheres of the employer-employee relationship is not
usually governed by individual state governments?
A. Vacation pay
B. Unclaimed wages
C. Severance pay
D. Overtime pay
Answer: D
Overtime pay is not typically governed by individual state governments. Key
Takeaway: According to the FLSA, an employee in any given business must be
classified as either exempt or nonexempt. In order to be exempt, an employee
must be paid a salary of at least $23,660 per year. An employee who is entitled to
hourly pay (at minimum wage or above), overtime, and protections under child
labor and equal pay, that employee is considered to be non-exempt. Because
FLSA is a federal policy, overtime pay is not typically governed by individual
state governments.
Question: 55
Which act is also known as the Anti-Kickback Act?
A. Copeland Act
B. The Stark Law
C. Bayh-Dole Act
D. Model Business Corporation Act
Answer: A
The Copeland Act is also known as the Anti-Kickback Act. Key Takeaway: The
Copeland Act, also known as Anti-Kickback Act, was enacted in 1934 in order to
prohibit contractors and sub-contractors from influencing an employee who was
involved in a federally-assisted construction project to supply up any part of the
compensation to which he is entitled as a "kick-back" to the company or its
executives.
Question: 56
What is the correct term for the process of identifying risks and taking effective
steps to minimize them?
A. Risk assessment
B. Risk strategy
C. Risk management
D. Liability assessment
Answer: C
Risk management is the correct term for the process of identifying risks and
taking effective steps to minimize them. Key Takeaway: A risk refers to an
uncertain event that will either have a positive or negative effect upon the
completion of a program or its subsidiary projects-if the event occurs. Effective
risk management is crucial to planning and maintaining a program and its
subsidiary projects. At the program level, risk management activities can include:
identifying potential project/program risks and their causes, reviewing the risk
response plans from every subsidiary project and analyzing how that potential risk
could have an effect upon subsequent projects, and to propose responses to those
risks. Obviously, in all of these cases, effective communication is the key to
managing the risks.
Question: 57
Mike runs a successful chain of ice cream shops and wants to gain some insight
into his employees' goals, their job satisfaction, and to provide some career
counseling to employees who want it. What would be the most effective method
to do this?
A. An employee survey
B. Town hall meetings
C. A skip-level interview
D. Brown-bag lunches with store heads
Answer: C
In order for Mike to gain some insight into his employees' goals, their job
satisfaction, and to provide some career counseling to employees, he should
employ skip-level interviews. Key Takeaway: A skip-level interview occurs when
higher level managers literally "skips over" their managers to meet directly with
lower-level employees. As part of the performance feedback, a skip-level
interview helps employers and employees to directly discuss assignments, job
growth, and career development without having to wait for management feedback
or approval.
Question: 58
Which of the following looks at individual units or departments within a company
in order to reduce possible redundancies or processes with the overall goal of
cutting corporate costs and increasing production?
A. Corporate restructuring
B. Reengineering
C. Workforce reductions
D. Mergers and acquisitions
Answer: A
Corporate restructuring looks at individual units or departments within a company
in order to reduce possible redundancies or processes with the overall goal of
cutting corporate costs and increasing production.
Question: 59
59. Isa was recently hired as an outside sales rep for the Pacific Northwest region
of a major book publishing company. As part of her selection process, she had to
take an assessment test, on which Isa scored very well. During her initial
interview, Lori, the hiring manager, had some concerns about how well Isa may
fit into the publishing company's corporate culture. But when Lori learned about
how well Isa did on the test, she immediately hired her. What bias could be in
effect in this situation?
A. Knowledge-of-predictor effect
B. First impression
C. Leniency bias
D. Halo effect
Answer: A
In this situation, the knowledge-of-predictor bias could be in effect. Key
Takeaway: When HR representatives or hiring managers perform employee
interviews, they must be very careful to not employee any kind of bias toward the
potential employee, as a bias could have an unintended impact upon the results of
the interview and the hiring decision. The "Knowledge-of-predictor" bias is one
of these and occurs when the interviewer is aware of a candidate's performance
(either good or bad) upon an examination that has shown to have some sort of
predictor of performance in their potential position.
Question: 60
Dixon is conducting a training session. During it, he would like it if everyone can
observe each other, as well as the trainer. Which seating arrangement would best
fit his needs?
A. Classroom style
B. U-shaped arrangement
C. D-shaped arrangement
D. Theater style
Answer: B
In a training session in which the instructor would like it if everyone could
observe each other, as well as the trainer, the U-shaped arrangement is generally
the best. Key Takeaway: U-shaped seating arrangements are particularly effective
when the trainings are going to be collaborative and/or if they use power point
presentations or discussions. All trainees can see one another in this arrangement-
as well as the instructor-and the middle of the room is left open for presentations,
role-playing, or for additional seating.

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References

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Human Resource Management Free exam PDF
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Human Resource Management Practice Test

DSST-HRM exam Format | Course Contents | Course Outline | exam Syllabus | exam Objectives

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