⭐The 25 Things I Would Memorize
Job analysis
Job description vs. job specification
Recruitment vs. selection
Reliability vs. validity
Structured vs. unstructured interviews
Behavioral vs. situational interviews
Performance appraisal
360-degree feedback
Halo/horn effect
Recency bias
Training vs. development
Kirkpatrick's four levels
Direct vs. indirect compensation
Intrinsic vs. extrinsic rewards
Maslow
Herzberg
Theory X vs. Theory Y
Title VII
Equal Pay Act
ADEA
ADA
FMLA
OSHA
NLRA
Mediation vs. arbitration
A very useful way to think about the exam
When you see an HR scenario, ask:
1. What HR function is involved?
Recruiting? Selection? Training? Compensation? Performance?
2. Is there an employment-law issue?
Discrimination? Disability? Age? Safety? Leave? Union?
3. What is the most objective/fair HR practice?
Avoid answers based on personal preference, favoritism, stereotypes, or inconsistent treatment.
4. Is the question asking about the employee, the job, or the organization?
That often eliminates several choices immediately.
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1. The big picture — what HR does
Think of HR as the employee life cycle:
Plan → Recruit → Select → Hire → Train → Evaluate → Compensate → Develop → Retain → Separate
You should be able to identify which HR function applies to a particular situation.
2. Job Analysis — VERY important
Know the difference between:
Job analysis
Systematically determines:
duties
responsibilities
tasks
knowledge
skills
abilities
Job description
Describes the job.
Usually includes:
duties
responsibilities
reporting relationships
working conditions
Job specification
Describes the person needed.
Includes:
education
experience
skills
abilities
qualifications
Easy mnemonic
Description = Job
Specification = Person
3. Human Resource Planning
HR must determine:
How many employees do we need, and what skills will they need?
Know:
forecasting
succession planning
skills inventories
labor supply
labor demand
turnover
absenteeism
Internal vs. external recruitment
Internal:
promotions
transfers
employee referrals
Advantages:
cheaper
faster
employee already knows organization
Disadvantages:
smaller applicant pool
may create internal competition
External:
job boards
universities
employment agencies
professional associations
Advantages:
larger pool
new ideas
Disadvantages:
more expensive
takes longer
4. Recruitment vs. Selection
This distinction is a classic test question.
Recruitment = attracting candidates
Selection = choosing candidates
Think:
Recruit → Select
Recruitment comes first.
5. Selection Methods
Know the major selection tools:
applications
résumés
interviews
reference checks
background checks
employment tests
assessment centers
work samples
Reliability vs. validity
Very important.
Reliability = consistency
If a test produces similar results repeatedly → reliable.
Validity = accuracy
Does the test actually measure/predict what it is supposed to?
Example
A test that consistently measures something irrelevant:
Reliable but not valid.
6. Interviews
Know the difference between:
Structured interview
Same predetermined questions for candidates.
Generally:
more consistent
easier to compare applicants
less subjective
Unstructured interview
Questions vary from candidate to candidate.
More flexibility, but potentially more bias.
Also know:
Situational interview
"What would you do if...?"
Behavioral interview
"Tell me about a time when you..."
Behavioral interviews are based on the idea that past behavior can help predict future behavior.
7. Performance Management
You should know:
Performance appraisal
Formal evaluation of employee performance.
Common methods:
rating scales
ranking
critical incidents
behavioral observation scales
Management by Objectives (MBO)
360-degree feedback
360-degree feedback
Feedback comes from multiple sources:
supervisor + peers + subordinates + sometimes customers/self
8. Common Performance-Appraisal Errors
Memorize these.
Halo effect
One positive characteristic influences the entire evaluation.
Horn effect
One negative characteristic influences the entire evaluation.
Recency effect
Evaluator gives too much weight to recent performance.
Leniency
Rates everyone too highly.
Strictness
Rates everyone too harshly.
Central tendency
Rates everyone around the middle.
Similar-to-me bias
Favors employees who are similar to the evaluator.
9. Training vs. Development
Another important distinction:
Training → current job
Development → future responsibilities
Example:
Teaching an employee how to use the company's current accounting software:
→ Training
Preparing an employee for a future management position:
→ Development
10. Training Methods
Know:
On-the-job training
Employee learns while doing the job.
Job rotation
Employee moves among different jobs.
Apprenticeship
Combination of practical training and instruction.
Classroom training
Traditional instruction.
Simulation
Creates a realistic but controlled environment.
E-learning
Online instruction.
11. Training Evaluation
You should know the basic idea of evaluating whether training worked.
A famous framework is Kirkpatrick's Four Levels:
Reaction — Did employees like the training?
Learning — Did they learn?
Behavior — Did behavior change?
Results — Did organizational results improve?
Memorize:
Like → Learn → Do → Results
12. Compensation
Understand:
Direct compensation
Money paid directly to employee.
Examples:
wages
salary
commissions
bonuses
Indirect compensation
Benefits.
Examples:
health insurance
retirement benefits
paid leave
Intrinsic rewards
Psychological satisfaction from the job:
achievement
recognition
autonomy
meaningful work
Extrinsic rewards
External rewards:
salary
bonus
benefits
promotion
13. Pay Systems
Know:
Piece-rate
Paid according to units produced.
Commission
Pay based on sales.
Salary
Fixed amount, usually expressed annually.
Hourly wage
Pay based on hours worked.
Merit pay
Pay increase based on performance.
Incentive pay
Compensation tied to performance/results.
14. Employee Motivation
You should know the major theories.
Maslow
Hierarchy:
Physiological → Safety → Social → Esteem → Self-actualization
Think:
Food → Safety → Friends → Respect → Fulfillment
Herzberg
Two-factor theory:
Hygiene factors
Prevent dissatisfaction.
salary
working conditions
company policies
supervision
job security
Motivators
Create satisfaction.
achievement
recognition
responsibility
advancement
meaningful work
Important trap:
Improving hygiene factors doesn't necessarily motivate employees; it primarily reduces dissatisfaction.
15. McGregor
Theory X
Managers assume employees:
dislike work
avoid responsibility
need close supervision
Theory Y
Managers assume employees:
can enjoy work
can accept responsibility
can self-direct
16. Employment Law — VERY IMPORTANT
This is probably one of the areas I would prioritize most.
You should know the basic purpose of these laws.
Title VII — Civil Rights Act of 1964
Prohibits employment discrimination based on:
race
color
religion
sex
national origin
Enforced by the EEOC.
Equal Pay Act of 1963
Requires equal pay for substantially equal work regardless of sex, subject to permitted differences.
Age Discrimination in Employment Act (ADEA)
Protects workers 40 and older from age discrimination.
Americans with Disabilities Act (ADA)
Protects qualified individuals with disabilities.
Requires reasonable accommodation unless it creates an undue hardship.
Pregnancy Discrimination Act
Prohibits discrimination based on pregnancy, childbirth, or related medical conditions.
Family and Medical Leave Act (FMLA)
Provides eligible employees with job-protected leave for qualifying family and medical reasons.
Occupational Safety and Health Act (OSHA)
Concerned with workplace health and safety.
National Labor Relations Act (NLRA / Wagner Act)
Protects many employees' rights to:
organize
form/join unions
bargain collectively
engage in protected concerted activity
WARN Act
Deals with advance notice of certain large-scale layoffs and plant closings.
17. Know the EEOC
EEOC = Equal Employment Opportunity Commission
Its role is primarily related to enforcing federal laws prohibiting employment discrimination.
If a question asks:
"Which agency is responsible for enforcing federal employment discrimination laws?"
Think:
EEOC
18. Unions and Labor Relations
Know these terms:
Collective bargaining
Negotiation between:
employer ↔ union
over issues such as:
wages
hours
working conditions
benefits
Grievance
Employee/union complaint concerning workplace rights or contract terms.
Strike
Employees stop working.
Lockout
Employer prevents employees from working.
Arbitration
A neutral third party makes a decision.
Mediation
A neutral third party helps the parties reach an agreement but generally does not impose the decision.
Easy distinction
Mediation = helps
Arbitration = decides
19. Organizational Culture
Know what organizational culture means.
It is essentially:
The shared values, beliefs, norms, and expectations that influence how people behave in an organization.
Questions may give you a scenario and ask you to identify the cultural characteristic.
20. Diversity and Inclusion
Understand:
diversity
inclusion
affirmative action
discrimination
stereotypes
unconscious bias
equal employment opportunity
Important distinction:
Diversity = who is represented
Inclusion = whether people are included and able to participate
21. Employee Relations
Know concepts such as:
communication
conflict resolution
discipline
employee engagement
job satisfaction
turnover
absenteeism
Progressive discipline
Typically moves from less severe to more severe consequences:
Verbal warning → Written warning → Suspension → Termination
The exact sequence can vary by employer.
22. Occupational Health & Safety
Know:
OSHA
workplace hazards
accident prevention
safety training
workers' compensation
ergonomic risks
workplace violence prevention
The basic HR philosophy:
Prevent accidents rather than simply respond to them.
23. Strategic HRM
This is increasingly important.
Traditional HR asks:
"How do we manage employees?"
Strategic HR asks:
"How can human resources help the organization achieve its strategic objectives?"
Know the concept of strategic alignment:
HR strategy ↔ Business strategy
Example:
If a company wants to compete through innovation, HR might emphasize:
recruiting creative employees
training
employee autonomy
innovation incentives
24. HR Metrics
You should understand basic HR measurements.
Turnover rate
Measures employees leaving an organization.
Absenteeism
Employees being absent from work.
Cost per hire
How much it costs to recruit and hire an employee.
Time to fill
How long it takes to fill a position.
Human capital
The knowledge, skills, abilities, and experience employees bring to an organization.
25. Ethics
Know concepts such as:
ethical decision-making
confidentiality
conflicts of interest
employee privacy
whistleblowing
harassment
discrimination
fair treatment
A likely scenario question asks you to determine the most ethical HR response.
Usually choose the response that is:
fair + consistent + lawful + documented + respectful
Don't try to read an entire HR textbook. Build a high-yield memorization sheet + practice questions + terminology review.
If you want, I can next make you a “DSST Human Resource Management MUST MEMORIZE SHEET”—about 5–7 pages—with the laws, theories, definitions, HR formulas, traps, and distinctions most likely to appear on the exam, followed by 50 DSST-style practice questions with answers.
DSST Human Resource Management
very similar to Principles of Management, just focused on HR.
Topics - 8 domains, but 3 are 60% of exam:Recruitment & Selection (30%) - biggest partJob analysis, job description vs job specificationInternal vs external recruiting, interviews, tests, assessment centersValidity, reliability in selectionCompensation (20%)Job evaluation methods: ranking, classification, point, factor comparisonPay structures, benefits, wage vs salaryTraining & Development (15%)Needs assessment, training methods, career developmentLabor Relations (10%) - unions, collective bargaining, grievancesEEO & Legal (10%) - Title VII, ADA, ADEA, OSHA - know these lawsPerformance Appraisal (8%)HR Planning (7%)How to prep - 3-4 days:1. Best resource: Study.com - HRM 101
Watch only the chapters on Recruiting, Compensation, EEO laws. Don't need all.2. InstantCert - HR Management flashcards
Must-memorize laws - they ask 5-6 questions:
Title VII Civil Rights Act 1964 - no discrimination on race, color, religion, sex, national origin
ADEA - Age Discrimination - protects 40+ADA - Americans with Disabilities Act - reasonable accommodation
FLSA - Fair Labor Standards - minimum wage, overtime
OSHA - workplace safety
FMLA - 12 weeks unpaid family leave
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DSST HRM 10-question drill. Real exam style. Answer in your head, then check.
1. Which law requires 60 days notice for plant closing of 100+ employees?
A) OSHA B) WARN C) FMLA D) Title VII
2. Which job evaluation method uses predetermined grades like GS-1 to GS-15?
A) Ranking B) Point C) Classification D) Factor Comparison
3. A selection test gives same score every time you take it. It is:
A) Valid B) Reliable C) Unbiased D) Legal4. Theory that pay and working conditions only prevent dissatisfaction, not motivate?
A) Maslow B) Herzberg hygiene C) McGregor X D) Expectancy
5. Under ADA, employer must provide:
A) 12 weeks leave B) Reasonable accommodation C) Equal pay D) Overtime
6. Pay system where workers are paid for skills they possess, not job title?
A) Piecework B) Competency-based C) Profit-sharing D) Seniority
7. Disparate impact means:
A) Intentional discrimination B) Neutral rule that harms protected group C) Harassment D) Retaliation
8. Most valid but most expensive selection method for managers?
A) Interview B) Written test C) Assessment center D) Reference check
9. FLSA exempt employees are:
A) Hourly workers B) Salaried managers/professionals C) Union members D) Part-time
10. ADDIE last E stands for?
A) Execution B) Evaluation C) Efficiency D) Employment
Answers: 1-B, 2-C, 3-B, 4-B, 5-B, 6-B, 7-B, 8-C, 9-B, 10-B
Scoring:
8-10 correct = ready to schedule, you'll pass
5-7 = review laws sheet one more time
Under 5 = do InstantCert HRM flashcards for 1 day
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