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DSST Human Resource Management Study Guide
Updated: Aug 18
When studying for the DSST Human Resource Management Exam, knowing the different topics covered on the test is essential.
Our study guide will give you a general overview of the concepts you need to know.
This will help you focus on your studies and prepare for the test.
Table of Contents
1. An Overview of the Human Resource Management Field
Historical Development
The human resource management field has its roots in the early 20th century.
The National Cash Register Company established the first formal HR department in 1901.
HRM gained prominence in the 1970s by emphasizing employee relations and workforce planning.
Human Resource Functions
The primary functions of the HR department are to recruit, select, train, and develop employees.
The department is also responsible for employee relations, benefits administration, and compliance with labor laws.
The Role and Qualifications of The Human Resource Manager
The human resource manager oversees all aspects of the HR function. They must have a thorough understanding of labor laws and HR best practices.
They should also be skilled in communication and problem-solving.
Ethical Aspects of Human Resource Decision-Making
Human resource decisions can have a significant impact on the lives of employees.
Therefore, HR professionals must act ethically and with integrity.
DSST Human Resource Management Trivia Question #24
2. Human Resource Planning
Strategic human resource issues
Strategic human resource planning aligns the HR function with the organization's overall strategy.
Strategic HR planning aims to ensure that the HR function is aligned with the organization's business goals.
Workforce diversity and inclusion
Workforce diversity refers to the variety of characteristics that employees bring to the workplace.
Inclusion is the process of creating an environment in which all employees feel valued and respected.
Job analysis and job design
Job analysis determines a job's tasks, duties, and responsibilities.
Job design is the process of creating jobs that are effective and efficient.
3. Staffing and Talent Acquisition
Recruiting
Recruiting is the process of identifying and attracting qualified candidates for open positions.
Recruiting aims to find individuals with the skills and abilities to meet the organization's needs.
Selection
Selection is the process of choosing the best candidate for a position.
Selection methods include interviews, aptitude tests, and reference checks.
Promotions and transfers
Promotions and transfers are two methods of moving employees to new positions within the organization.
Promotions are given to employees who have demonstrated superior performance in their current position.
Transfers are given to employees who wish to move to a new position or location.
Reduction-in-force
A reduction-in-force (RIF) is a workforce reduction typically caused by a decrease in funding or a change in business strategy.
RIFs can be voluntary or involuntary.
Voluntary turnover, retirement, and succession planning
Voluntary turnover refers to the resignations of employees who leave the organization voluntarily. Retirement refers to the decision of employees to leave the workforce permanently.
Succession planning is the process of identifying and developing individuals who have the potential to assume leadership positions in the organization.
DSST Human Resource Management Trivia Question #95
4. Training and Development
Onboarding
Onboarding is the process of orienting and acclimating new employees to the organization.
Onboarding programs typically include orientation sessions, job shadowing, and mentorship programs.
Career Planning
Career planning is setting goals and determining the steps necessary to achieve those goals.
Career planning includes exploring different career options, choosing a career path, and creating a plan to achieve career goals.
Principles of learning
The principles of learning are the basic concepts that explain how people learn.
The four learning principles are repetition, reinforcement, response variability, and extinguishing behavior.
Training programs and methods
Training programs are designed to improve the performance of employees.
Training methods include classroom instruction, on-the-job training, and e-learning.
Evaluation
Evaluation is the process of assessing the effectiveness of training programs.
Evaluation methods include pre-and post-tests, focus groups, and surveys.
Development programs
Development programs are designed to help employees improve their skills and knowledge.
Development programs can be internal or external to the organization.
5. Performance Management
Reasons for performance evaluation
Performance evaluations are used to assess an employee's job performance.
Performance evaluations can be used to identify areas of improvement, set goals, and provide feedback.
Techniques
Performance appraisal techniques include goal setting, 360-degree feedback, and Forced Distribution.
Challenges
Performance management can be challenging due to the subjectivity of the process.
Performance management can also be challenging due to outdated methods, such as annual performance reviews.
DSST Human Resource Management Trivia Question #162
6. Compensation and Benefits
Job Evaluation
Job evaluation is the process of assessing the value of a job.
Job evaluation methods include ranking, grading, and point factor systems.
Wage and salary administration
Wage and salary administration is setting and managing wages and salaries.
Wage and salary administration includes setting pay rates, conducting job analyses, and developing pay structures.
Compensation Systems
Compensation systems are designed to reward employees for their work.
Compensation systems can be based on performance, seniority, or skills.
Benefits
Benefits are programs that provide financial assistance to employees.
Benefits can be mandatory, such as social security, or voluntary, such as health insurance.
7. Safety and Health
Occupational accidents and illness
Occupational accidents and illnesses can include injuries and illnesses on the job.
Chemical exposure or workplace violence can cause occupational accidents and illnesses.
Quality of work life and wellness
Work-life and wellness quality can be improved by creating a positive workplace environment.
Quality of work-life and wellness programs can include stress management training and fitness facilities.
Workplace Security
Workplace security is designed to protect employees from potential hazards.
Workplace security measures can include security guards and surveillance cameras.
Employer Responsibility
Employer responsibility for safety and health includes complying with safety and health regulations.
Employer responsibility for safety and health also includes providing employees with information about potential hazards.
8. Employment Law
Equal employment opportunity laws (e.g., Civil Rights Act Title VII, ADA, ADEA)
Equal employment opportunity laws prohibit discrimination in the workplace.
Equal employment opportunity laws protect employees from discrimination based on race, color, religion, sex, national origin, age, disability, and genetic information.
Compensation and benefits-related laws (e.g., ERISA, FMLA, FLSA)
Compensation and benefits-related laws regulate wages, hours, and benefits.
Compensation and benefits-related laws protect employees from being denied coverage for pre-existing conditions.
Health, safety, and employee rights laws (e.g., OSHA, WARN)
Health, safety, and employee rights laws protect employees from potential hazards.
Health, safety, and employee rights laws guarantee employees the right to a safe and healthy workplace.
9. Labor Relations
Role of labor unions
Labor unions are organizations that represent employees.
Labor unions negotiate with employers on behalf of employees.
Labor unions also advocate for employee rights.
Labor laws (e.g., NLRA, Taft-Hartley Act, Civil Service Reform Act)
Labor laws regulate the relationship between employees and employers.
Labor laws protect employees from discrimination and unfair labor practices.
Collective Bargaining
Collective bargaining is negotiating a contract between an employer and a labor union. Collective bargaining includes setting wages, hours, and working conditions.
Unionized versus non-unionized work settings
Unionized work settings are workplaces where a labor union represents employees. Non-unionized work settings are workplaces where a labor union does not represent employees.
Contract Management
Contract management is managing a contract between an employer and a labor union.
Contract management includes ensuring that the terms of the contract are met.
10. Current Issues and Trends
Human resource information systems
Human resource information systems are computer systems that store and process employee data.
Human resource information systems can be used to track employee performance and compliance with company policies.
Changing patterns of work relationships (e.g., virtual office, contingent workers, autonomous work groups)
Changing work relationship patterns includes using technology to create new work relationships.
Changing patterns of work relationships also include the use of contingent workers and autonomous work groups.
Global HR environment
The global HR environment refers to managing employees in a globalized economy.
The global HR environment includes managing employees who are located in different countries.
Social Media
Social media is a type of online communication.
Social media can be used to connect with employees and customers.
Social media can also be used to promote company culture and values.
Corporate social responsibility and sustainability.
Corporate social responsibility is managing a company in a way that meets social and environmental responsibilities.
Sustainability is the ability of a company to meet its environmental and social responsibilities over time.
11. Conclusion: DSST Human Resource Management
The DSST Human Resource Management exam covers topics such as the role of labor unions, labor laws, collective bargaining, and contract management.
The exam also covers current issues and trends in human resource management, such as human resource information systems, changing patterns of work relationships, and the global HR environment.
Now that you know the different topics covered on the DSST Human Resource Management Exam and are motivated to study, it is time to take action.
You should start by reviewing the material covered on the exam and then begin practicing with sample questions.
With proper preparation, you can increase your chances of success.
Tilt the odds of passing in your favor today and enroll in our online preparation course.
Happy testing!
12. Student Resources
13. References
DSST Human Resource Management Fact Sheet
DSST Human Resource Management Fact Sheet
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