2025 – S1 – HRM2601 – ASSESSMENT 3 – Q&A
QUIZ
Assessment 3
Started on Thursday, 8 May 2025,
State Finished
Completed on Thursday, 8 May 2025,
Time taken
Marks 20.00/20.00
Grade 100.00 out of 100.00
Feedback Well done on completing Assessment 3!
Question 1
Ursula is conducting interviews to hire candidates for the new internship programme.
She makes use of a few open ended questions, whereby she uses the applicant’s
response to ask further questions. This is an example of a/an _________ interview.
Select one:
stress
structured
directive
unstructured
Feedback
Your answer is correct.
Refer to section 6.12.4 of the prescribed textbook.
Interview format Type of questions
· unstructured · uses questions that are developed
from previous questions
1
,2025 – S1 – HRM2601 – ASSESSMENT 3 – Q&A
· structured (directive or patterned) · uses a standardised set of
questions for all applicants
· mixed · a combination of structured and
unstructured questions
· behavioural · questions limited to hypothetical
situations
· stress · a series of harsh, rapid-fire
questions intended to upset the applicant
The correct answer is:
unstructured
Question 2
Eva was promoted from a part-time recruitment consultant to a permanent
recruitment specialist. Upon receiving the new she was extremely delighted and
ready to undertake new challenges. Three months into the job her satisfaction levels
decreased and she was experiencing high levels of stress. A report indicated that
she did not clearly understand all the company policies and procedures. The report
also indicated that Eva displayed a very high rate of absenteeism. The change in
behaviour could be attributed to the fact that:
Select one:
No orientation programme was offered to her
She was too unqualified for the position
The recruitment process was unfair
She was working longer hours and this caused a mental and physical burnout
Feedback
Your answer is correct.
Refer to section 7.4 of the prescribed textbook.
2
,2025 – S1 – HRM2601 – ASSESSMENT 3 – Q&A
Very often, employees who are transferred or promoted are not subjected to an
orientation programme and this may cause dissatisfaction. It is important that these
employees should attend an orientation programme to get acquainted with the new
policies and procedures that directly and indirectly affect them.
The correct answer is:
No orientation programme was offered to her
Question 3
Jabu has been working as a telephone advertiser at MM Tele-Marketing for five
years. In this period he has been performing impeccably, reaching his targets every
month and being awarded sales person of the month for ten times, due to excellent
sales. The management of MM Tele-Marketing has decided to promote Jabu to the
marketing supervisor. On which ground will he be promoted?
Select one:
Qualifications
Seniority
Assessment centre
Performance
Feedback
Your answer is correct.
Refer to section 8.7 of the prescribed book.
The correct answer is:
Performance
Question 4
Shazia has been working as an administrative officer for six months. She has
received office administration training and on the job training, but she is not
performing up to standard. Her supervisor has decided to move her to a lower
position with less responsibilities, as tea lady. Shazia has been _______________.
3
, 2025 – S1 – HRM2601 – ASSESSMENT 3 – Q&A
Select one:
laid-off
transferred
promoted
demoted
Feedback
Your answer is correct.
Refer to section 8.7 of the prescribed book.
The correct answer is:
demoted
Question 5
Hello Group, a large accounting software company in Africa, is responding to the
skilled labour shortage by offering on-the-job training and developmental
opportunities to its employees. Employees are given the opportunity to learn from
more experienced employees on a one-on-one basis. Identify which non-traditional
recruitment strategy Hello Group is using?
Select one:
Diversity databanks
Tele-recruiting
Training programmes of disadvantaged groups
Mentoring
Feedback
Your answer is correct.
Refer to section 6.2 of the prescribed book.
Employers in South Africa are responding to the skilled labour shortage with several
non-traditional recruitment strategies such as training programmes for
disadvantaged groups, mentoring, leadership or apprenticeship and mentoring
programmes, career exhibitions, tele-recruiting and diversity databanks.
4
QUIZ
Assessment 3
Started on Thursday, 8 May 2025,
State Finished
Completed on Thursday, 8 May 2025,
Time taken
Marks 20.00/20.00
Grade 100.00 out of 100.00
Feedback Well done on completing Assessment 3!
Question 1
Ursula is conducting interviews to hire candidates for the new internship programme.
She makes use of a few open ended questions, whereby she uses the applicant’s
response to ask further questions. This is an example of a/an _________ interview.
Select one:
stress
structured
directive
unstructured
Feedback
Your answer is correct.
Refer to section 6.12.4 of the prescribed textbook.
Interview format Type of questions
· unstructured · uses questions that are developed
from previous questions
1
,2025 – S1 – HRM2601 – ASSESSMENT 3 – Q&A
· structured (directive or patterned) · uses a standardised set of
questions for all applicants
· mixed · a combination of structured and
unstructured questions
· behavioural · questions limited to hypothetical
situations
· stress · a series of harsh, rapid-fire
questions intended to upset the applicant
The correct answer is:
unstructured
Question 2
Eva was promoted from a part-time recruitment consultant to a permanent
recruitment specialist. Upon receiving the new she was extremely delighted and
ready to undertake new challenges. Three months into the job her satisfaction levels
decreased and she was experiencing high levels of stress. A report indicated that
she did not clearly understand all the company policies and procedures. The report
also indicated that Eva displayed a very high rate of absenteeism. The change in
behaviour could be attributed to the fact that:
Select one:
No orientation programme was offered to her
She was too unqualified for the position
The recruitment process was unfair
She was working longer hours and this caused a mental and physical burnout
Feedback
Your answer is correct.
Refer to section 7.4 of the prescribed textbook.
2
,2025 – S1 – HRM2601 – ASSESSMENT 3 – Q&A
Very often, employees who are transferred or promoted are not subjected to an
orientation programme and this may cause dissatisfaction. It is important that these
employees should attend an orientation programme to get acquainted with the new
policies and procedures that directly and indirectly affect them.
The correct answer is:
No orientation programme was offered to her
Question 3
Jabu has been working as a telephone advertiser at MM Tele-Marketing for five
years. In this period he has been performing impeccably, reaching his targets every
month and being awarded sales person of the month for ten times, due to excellent
sales. The management of MM Tele-Marketing has decided to promote Jabu to the
marketing supervisor. On which ground will he be promoted?
Select one:
Qualifications
Seniority
Assessment centre
Performance
Feedback
Your answer is correct.
Refer to section 8.7 of the prescribed book.
The correct answer is:
Performance
Question 4
Shazia has been working as an administrative officer for six months. She has
received office administration training and on the job training, but she is not
performing up to standard. Her supervisor has decided to move her to a lower
position with less responsibilities, as tea lady. Shazia has been _______________.
3
, 2025 – S1 – HRM2601 – ASSESSMENT 3 – Q&A
Select one:
laid-off
transferred
promoted
demoted
Feedback
Your answer is correct.
Refer to section 8.7 of the prescribed book.
The correct answer is:
demoted
Question 5
Hello Group, a large accounting software company in Africa, is responding to the
skilled labour shortage by offering on-the-job training and developmental
opportunities to its employees. Employees are given the opportunity to learn from
more experienced employees on a one-on-one basis. Identify which non-traditional
recruitment strategy Hello Group is using?
Select one:
Diversity databanks
Tele-recruiting
Training programmes of disadvantaged groups
Mentoring
Feedback
Your answer is correct.
Refer to section 6.2 of the prescribed book.
Employers in South Africa are responding to the skilled labour shortage with several
non-traditional recruitment strategies such as training programmes for
disadvantaged groups, mentoring, leadership or apprenticeship and mentoring
programmes, career exhibitions, tele-recruiting and diversity databanks.
4
