HRM3701 Assignment 3 (DETAILED
ANSWERS) Semester 1 2026 - DISTINCTION
GUARANTEED
1. What is the primary purpose of human resource management (HRM)?
A. To eliminate all workplace conflict
B. To manage people effectively in support of organisational objectives
C. To replace managers with automated systems
D. To focus only on employee salaries
Answer: B
Rationale: HRM focuses on acquiring, developing, motivating and retaining employees so that
organisational and employee objectives can be achieved.
2. Which HRM activity involves predicting an organisation's future employee
requirements?
A. Recruitment
B. Human resource planning
C. Performance appraisal
D. Employee discipline
Answer: B
Rationale: Human resource planning analyses current and future workforce needs and helps
ensure that the organisation has the required people and skills.
3. Recruitment is best described as the process of:
A. Choosing the best applicant
B. Attracting suitable candidates to apply for vacancies
C. Training newly appointed employees
D. Evaluating employee performance
Answer: B
Rationale: Recruitment creates a pool of qualified applicants from which the organisation can
select suitable employees.
,4. Selection refers primarily to:
A. Advertising a vacancy
B. Attracting potential applicants
C. Choosing the most suitable applicant
D. Developing employees after appointment
Answer: C
Rationale: Selection involves assessing applicants and identifying the candidate whose
qualifications and characteristics best match job requirements.
5. Which document normally describes the duties and responsibilities of a position?
A. Job specification
B. Job description
C. Employment contract
D. Performance report
Answer: B
Rationale: A job description outlines the major tasks, duties, responsibilities and reporting
relationships associated with a job.
6. A job specification identifies:
A. The duties performed in the job
B. The qualifications and characteristics required for the job
C. The salary history of employees
D. The organisation's financial objectives
Answer: B
Rationale: A job specification describes the knowledge, skills, abilities, education and other
requirements needed to perform a job successfully.
7. Which method collects information about what employees actually do in their jobs?
A. Job analysis
B. Succession planning
C. Recruitment
D. Compensation benchmarking
Answer: A
Rationale: Job analysis systematically gathers information about job tasks, responsibilities and
employee requirements.
,8. Internal recruitment involves:
A. Recruiting only from universities
B. Filling vacancies using existing employees
C. Hiring employees from foreign countries
D. Using recruitment agencies only
Answer: B
Rationale: Internal recruitment considers existing employees for vacancies, potentially
supporting career development and reducing recruitment costs.
9. One advantage of internal recruitment is that it:
A. Eliminates all training requirements
B. Guarantees better performance
C. Provides promotion opportunities for employees
D. Removes the need for job analysis
Answer: C
Rationale: Internal recruitment can motivate employees by providing visible career and
advancement opportunities.
10. External recruitment may be particularly useful when an organisation needs:
A. New skills and ideas unavailable internally
B. To avoid all recruitment costs
C. To eliminate employee turnover
D. To guarantee employee loyalty
Answer: A
Rationale: External recruitment can introduce new knowledge, skills, experience and
perspectives into an organisation.
11. Which selection method allows an employer to compare candidates using
predetermined questions?
A. Structured interview
B. Informal conversation
C. Job rotation
D. Orientation programme
, Answer: A
Rationale: Structured interviews use standardised questions and evaluation criteria, improving
consistency between candidates.
12. Selection validity refers to the extent to which a selection method:
A. Is inexpensive
B. Predicts relevant job performance
C. Is preferred by applicants
D. Can be completed quickly
Answer: B
Rationale: A valid selection method measures relevant characteristics and assists in predicting
future job performance.
13. Reliability in employee selection means that a method:
A. Produces consistent results
B. Always selects the same person
C. Eliminates recruitment costs
D. Requires no training
Answer: A
Rationale: Reliability concerns consistency. A reliable assessment should produce reasonably
consistent results under similar conditions.
14. Employee orientation is primarily intended to:
A. Discipline new employees
B. Introduce employees to the organisation and their roles
C. Determine annual salary increases
D. Replace job training
Answer: B
Rationale: Orientation helps new employees understand the organisation, workplace
procedures, expectations and their work environment.
15. Training primarily focuses on:
A. Improving current job-related knowledge and skills
B. Dismissing underperforming employees
ANSWERS) Semester 1 2026 - DISTINCTION
GUARANTEED
1. What is the primary purpose of human resource management (HRM)?
A. To eliminate all workplace conflict
B. To manage people effectively in support of organisational objectives
C. To replace managers with automated systems
D. To focus only on employee salaries
Answer: B
Rationale: HRM focuses on acquiring, developing, motivating and retaining employees so that
organisational and employee objectives can be achieved.
2. Which HRM activity involves predicting an organisation's future employee
requirements?
A. Recruitment
B. Human resource planning
C. Performance appraisal
D. Employee discipline
Answer: B
Rationale: Human resource planning analyses current and future workforce needs and helps
ensure that the organisation has the required people and skills.
3. Recruitment is best described as the process of:
A. Choosing the best applicant
B. Attracting suitable candidates to apply for vacancies
C. Training newly appointed employees
D. Evaluating employee performance
Answer: B
Rationale: Recruitment creates a pool of qualified applicants from which the organisation can
select suitable employees.
,4. Selection refers primarily to:
A. Advertising a vacancy
B. Attracting potential applicants
C. Choosing the most suitable applicant
D. Developing employees after appointment
Answer: C
Rationale: Selection involves assessing applicants and identifying the candidate whose
qualifications and characteristics best match job requirements.
5. Which document normally describes the duties and responsibilities of a position?
A. Job specification
B. Job description
C. Employment contract
D. Performance report
Answer: B
Rationale: A job description outlines the major tasks, duties, responsibilities and reporting
relationships associated with a job.
6. A job specification identifies:
A. The duties performed in the job
B. The qualifications and characteristics required for the job
C. The salary history of employees
D. The organisation's financial objectives
Answer: B
Rationale: A job specification describes the knowledge, skills, abilities, education and other
requirements needed to perform a job successfully.
7. Which method collects information about what employees actually do in their jobs?
A. Job analysis
B. Succession planning
C. Recruitment
D. Compensation benchmarking
Answer: A
Rationale: Job analysis systematically gathers information about job tasks, responsibilities and
employee requirements.
,8. Internal recruitment involves:
A. Recruiting only from universities
B. Filling vacancies using existing employees
C. Hiring employees from foreign countries
D. Using recruitment agencies only
Answer: B
Rationale: Internal recruitment considers existing employees for vacancies, potentially
supporting career development and reducing recruitment costs.
9. One advantage of internal recruitment is that it:
A. Eliminates all training requirements
B. Guarantees better performance
C. Provides promotion opportunities for employees
D. Removes the need for job analysis
Answer: C
Rationale: Internal recruitment can motivate employees by providing visible career and
advancement opportunities.
10. External recruitment may be particularly useful when an organisation needs:
A. New skills and ideas unavailable internally
B. To avoid all recruitment costs
C. To eliminate employee turnover
D. To guarantee employee loyalty
Answer: A
Rationale: External recruitment can introduce new knowledge, skills, experience and
perspectives into an organisation.
11. Which selection method allows an employer to compare candidates using
predetermined questions?
A. Structured interview
B. Informal conversation
C. Job rotation
D. Orientation programme
, Answer: A
Rationale: Structured interviews use standardised questions and evaluation criteria, improving
consistency between candidates.
12. Selection validity refers to the extent to which a selection method:
A. Is inexpensive
B. Predicts relevant job performance
C. Is preferred by applicants
D. Can be completed quickly
Answer: B
Rationale: A valid selection method measures relevant characteristics and assists in predicting
future job performance.
13. Reliability in employee selection means that a method:
A. Produces consistent results
B. Always selects the same person
C. Eliminates recruitment costs
D. Requires no training
Answer: A
Rationale: Reliability concerns consistency. A reliable assessment should produce reasonably
consistent results under similar conditions.
14. Employee orientation is primarily intended to:
A. Discipline new employees
B. Introduce employees to the organisation and their roles
C. Determine annual salary increases
D. Replace job training
Answer: B
Rationale: Orientation helps new employees understand the organisation, workplace
procedures, expectations and their work environment.
15. Training primarily focuses on:
A. Improving current job-related knowledge and skills
B. Dismissing underperforming employees
