Free DSST Human Resource Management Practice Questions

Sample Practice Questions

Try these 10 sample questions from the DSST Human Resource Management practice bank. Each includes the answer and explanation. Continue with the interactive practice above to review the full question set.

1. 1What assumption was central to Frederick Taylor's scientific management approach to improving performance?

   1. A.Social ties are the primary source of workplace authority.
   2. B.Each job has one best method and economic incentives can motivate workers.Correct answer: B
   3. C.Each worker should independently define a unique work method.
   4. D.Employee attitudes matter more than any financial incentive.

   Explanation: OpenStax states: "Taylor’s approach to improved performance was based on economic incentives and the premise that there is “one best way” to perform any job." This identifies Taylor's method and incentive assumption. Social power and attitudes are associated with later human relations thinking.

   Reference: Introduction to Business: Early Theories of Motivation — Frederick Taylor’s Scientific Management

2. 2A workforce planner must identify a skills gap for a service planned two years from now. Which comparison addresses that goal?

   1. A.The current workforce's skills against the skills the future service needsCorrect answer: A
   2. B.The current workforce's skills against the skills needed last year
   3. C.The workforce's future availability against last year's required skills
   4. D.The planned service's staffing needs against last year's staffing needs

   Explanation: Planning a Strategic Approach states: "It is a systematic process for identifying and addressing any gaps between the workforce of today and the human capital needs of tomorrow." Workforce planning compares present capabilities with future needs; the other choices either omit future requirements or focus on a narrower personnel activity.

   Reference: Planning a Strategic Approach — Conducting Workforce Planning

3. 3Which of the following activities is part of employee recruitment?

   1. A.Reaching out to potential candidates to build an applicant poolCorrect answer: A
   2. B.Comparing applicants already in the pool against selection criteria
   3. C.Evaluating the job performance of the person hired
   4. D.Introducing a newly hired employee to workplace policies

   Explanation: Introduction to Business states: "Recruitment is the process of attracting qualified people to form an applicant pool." Assessing applicants, evaluating a hire and orienting a new employee occur for different staffing purposes.

   Reference: Introduction to Business: Employee Recruitment — External Labor Market

4. 4Which information is most directly part of a supervisor's job-specific orientation for a new employee?

   1. A.The equipment, work rules, and performance expectations of the jobCorrect answer: A
   2. B.The organization's founding history and corporate values
   3. C.The general range of products and customers served
   4. D.The company's standard benefits enrollment procedures

   Explanation: Introduction to Business describes "the specific job orientation by the new employee’s supervisor concerning work rules, equipment, and performance expectations". Company-wide history, values, products and customers are examples of broader formal orientation.

   Reference: Introduction to Business: Employee Training and Development — On-the-Job Training

5. 5Why should performance expectations for individual employees be linked to organizational objectives?

   1. A.To direct individual effort toward organizational goalsCorrect answer: A
   2. B.To substitute personal preferences for organizational goals
   3. C.To remove the need to measure individual progress
   4. D.To make job requirements independent of organizational priorities

   Explanation: OPM states: "Planning means setting performance expectations and goals for groups and individuals to channel their efforts toward achieving organizational objectives." The link helps employees direct their work toward those objectives.

   Reference: Performance Management Cycle — Planning

6. 6Two federal employees have the same assigned position duties. One holds an extra credential that the position does not require. What should determine the position's classification under OPM guidance?

   1. A.The assigned duties and qualifications required for the workCorrect answer: A
   2. B.The extra credential held by the individual employee
   3. C.The incumbent's performance rating in the position
   4. D.The incumbent's length of service in the position

   Explanation: Federal Position Classification and Job Grading Responsibilities states: "Agencies are required to classify positions and grade jobs based on the duties and responsibilities assigned to the position and the qualifications required to perform that work." Classification concerns the assigned work and qualifications required to perform it. OPM’s Classifier’s Handbook identifies "financial need of the employee, salary comparability, quality of work, efficiency of performance, the employee's length of service" among factors not considered in determining a position grade.

   Reference: Federal Position Classification and Job Grading Responsibilities — Classification FAQ

7. 7Which work activity is an ergonomic risk factor identified by OSHA?

   1. A.Repeated heavy liftingCorrect answer: A
   2. B.Exposure to infectious organisms
   3. C.Exposure to toxic solvent vapor
   4. D.Exposure to ionizing radiation

   Explanation: Hazard Identification and Assessment states: "Identify ergonomic risk factors –examine work activities that require heavy lifting, work above shoulder height, repetitive motions, or tasks with significant vibration." Heavy lifting is an ergonomic risk; the other options describe biological, chemical, or physical exposures.

   Reference: Hazard Identification and Assessment — Action item 3: Identify health hazards

8. 8What is the minimum age at which the federal ADEA protects a person against age discrimination?

   1. A.18 years
   2. B.30 years
   3. C.40 yearsCorrect answer: C
   4. D.50 years

   Explanation: Age Discrimination states: "The Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older." Age 40 is the federal ADEA threshold; state laws may provide additional protections.

   Reference: Age Discrimination — Age Discrimination

9. 9After a union is certified as the bargaining representative, what is its role in negotiating employment terms?

   1. A.Represent employees in bargaining with the employerCorrect answer: A
   2. B.Act as the employer's representative in bargaining
   3. C.Replace the NLRB as the agency conducting elections
   4. D.Set employment terms without negotiating with the employer

   Explanation: Your Right to Form a Union states: "Once a union has been certified or recognized, the employer is required to bargain over your terms and conditions of employment with your union representative." The union represents employees in collective bargaining over employment terms.

   Reference: Your Right to Form a Union — Representation and Collective Bargaining

10. 10A job applicant enters contact information once and the HR system makes it available to another application. Which HRIS capability enables this reuse?

    1. A.Sharing data between applicationsCorrect answer: A
    2. B.Calculating a payroll deduction
    3. C.Scheduling a selection interview
    4. D.Restricting access by user role

    Explanation: Human Capital Framework states: "when a job applicant fills out a form, that information should be available for reuse in other applications." Sharing data supports reuse across applications when appropriate.

    Reference: Human Capital Framework — Human Resources Information Technology