1
2025 – S2 – HRM2605 – ASSESSMENT 3 – Q&A
QUIZ
Assessment 3
Started on Monday, 15 September 2025,
State Finished
Completed on Monday, 15 September 2025,
Time taken
Marks 25/25
Grade 100 out of 100
Question 1
Indicate whether the following statement is TRUE or FALSE:
To ensure that an internal staffing programme is implemented successfully, an
organisation’s only priority is to identify the current employees’ skill levels and
developmental needs.
Select one:
➢ True
➢ False
Feedback
The correct answer is “False”.
Refer to section 8.4 (pp. 278–279) in chapter 8 of the prescribed book.
There are several important requirements for implementing a programme of internal staffing
successfully. Firstly, employers should pay close attention to identifying the current
employee skill levels and development needs. Secondly, employers must ensure that internal
equity exists in matters such as compensation, promotion and access to training opportunities.
Thirdly, to achieve success, increase efficiency and reduce costs, it is imperative that an
HRIS exists within the organisation. Lastly, if an internal staffing programme is to succeed, it
must have the support and involvement of top management, line managers and HR.
In conclusion, identifying employees’ skills and developmental needs is not the only priority,
but rather the first priority. If these needs are identified the rest of the requirements for
successful implementation will follow.
,2
2025 – S2 – HRM2605 – ASSESSMENT 3 – Q&A
The correct answer is 'False'.
Question 2
Which of the following are important requirements for implementing a successful
internal staffing programme?
Select one or more:
➢ The involvement and support of only top management is required.
➢ Pay close attention to identifying the current employee skill levels and development
needs.
➢ Ensure fairness and justice in allocating benefits and awarding promotions.
➢ Ensure internal equity exists in matters such as compensation, promotion and access
to training.
➢ Implement a human resource information system (HRIS) to increase efficiency and
reduce costs.
Feedback
Your answer is correct.
The correct answers are:
• Pay close attention to identifying the current employee skill levels and development
needs.
• Ensure internal equity exists in matters such as compensation, promotion and
access to training.
• Implement a human resource information system (HRIS) to increase efficiency and
reduce costs.
Refer to section 8.4 (p 278) in the prescribed book.
There are several important requirements for implementing a programme of internal staffing
successfully. Firstly, employers should pay close attention to identifying the current
employee skill levels and development needs. Secondly, employers must ensure that internal
equity exists in matters such as compensation, promotion and access to training opportunities.
Thirdly, to achieve success, increase efficiency and reduce costs, it is imperative that an
HRIS exist within the organisation. Lastly, if an internal staffing programme is to succeed, it
,3
2025 – S2 – HRM2605 – ASSESSMENT 3 – Q&A
must have the support and involvement of top management, the line managers and HR.
The correct answers are:
Pay close attention to identifying the current employee skill levels and development needs.,
Ensure internal equity exists in matters such as compensation, promotion and access to
training.,
Implement a human resource information system (HRIS) to increase efficiency and reduce
costs.
Question 3
What is the primary role of the HR department in relation to staffing decisions?
Select one:
➢ To recommend policies and procedures related to staffing decisions.
➢ To conduct interviews and make hiring decisions.
➢ To recommend employees worthy of promotions.
➢ To make internal staffing decisions.
Feedback
Your answer is correct.
The correct answer is “To recommend policies and procedures related to staffing
decisions”.
Refer to the introductory section of chapter 8 of the prescribed book.
The primary role of the HR department in relation to staffing decisions is to recommend
policies and procedures, develop programmes where needed, develop and implement proper
workforce planning, and provide guidance to line managers. While HR may be involved in
the interview process and negotiating salaries and benefits, the ultimate decision-making
authority lies with line managers.
The correct answer is:
To recommend policies and procedures related to staffing decisions.
Question 4
, 4
2025 – S2 – HRM2605 – ASSESSMENT 3 – Q&A
After reading the scenario below, choose the best answer from the list of options below
to finish the sentence. The best option must be dragged and dropped into the empty
space.
Molotsi and Associates recently implemented a career development programme for its
employees, and both line managers and HR are responsible for ensuring its success. The
programme is designed to help employees identify their career goals, acquire the necessary
skills and knowledge, and advance their careers within the firm.
Feedback
Your answer is correct.
The correct answer is “the line manager”.
Refer to section 8.10 in chapter 8 of the prescribed book.
In the career development programme, line managers play a crucial role in supporting and
guiding employees to achieve their career goals. One of their responsibilities is to provide
feedback on the employee's performance, which helps the employee to identify their strengths
and weaknesses, and areas for development. This feedback can be provided in a formal or
informal setting, such as regular check-ins, performance reviews, or coaching sessions.
Another responsibility of the line manager is to identify development opportunities for their
employees. This may include assigning new projects or responsibilities that allow the
employee to learn new skills and gain experience. The line manager may also recommend
training or development programmes that are relevant to the employee's career goals.
Lastly, line managers must work with the employee to create a career development plan that
outlines the employee's goals and the steps needed to achieve them. The plan should be
tailored to the employee's career aspirations and take into account their strengths, skills, and
2025 – S2 – HRM2605 – ASSESSMENT 3 – Q&A
QUIZ
Assessment 3
Started on Monday, 15 September 2025,
State Finished
Completed on Monday, 15 September 2025,
Time taken
Marks 25/25
Grade 100 out of 100
Question 1
Indicate whether the following statement is TRUE or FALSE:
To ensure that an internal staffing programme is implemented successfully, an
organisation’s only priority is to identify the current employees’ skill levels and
developmental needs.
Select one:
➢ True
➢ False
Feedback
The correct answer is “False”.
Refer to section 8.4 (pp. 278–279) in chapter 8 of the prescribed book.
There are several important requirements for implementing a programme of internal staffing
successfully. Firstly, employers should pay close attention to identifying the current
employee skill levels and development needs. Secondly, employers must ensure that internal
equity exists in matters such as compensation, promotion and access to training opportunities.
Thirdly, to achieve success, increase efficiency and reduce costs, it is imperative that an
HRIS exists within the organisation. Lastly, if an internal staffing programme is to succeed, it
must have the support and involvement of top management, line managers and HR.
In conclusion, identifying employees’ skills and developmental needs is not the only priority,
but rather the first priority. If these needs are identified the rest of the requirements for
successful implementation will follow.
,2
2025 – S2 – HRM2605 – ASSESSMENT 3 – Q&A
The correct answer is 'False'.
Question 2
Which of the following are important requirements for implementing a successful
internal staffing programme?
Select one or more:
➢ The involvement and support of only top management is required.
➢ Pay close attention to identifying the current employee skill levels and development
needs.
➢ Ensure fairness and justice in allocating benefits and awarding promotions.
➢ Ensure internal equity exists in matters such as compensation, promotion and access
to training.
➢ Implement a human resource information system (HRIS) to increase efficiency and
reduce costs.
Feedback
Your answer is correct.
The correct answers are:
• Pay close attention to identifying the current employee skill levels and development
needs.
• Ensure internal equity exists in matters such as compensation, promotion and
access to training.
• Implement a human resource information system (HRIS) to increase efficiency and
reduce costs.
Refer to section 8.4 (p 278) in the prescribed book.
There are several important requirements for implementing a programme of internal staffing
successfully. Firstly, employers should pay close attention to identifying the current
employee skill levels and development needs. Secondly, employers must ensure that internal
equity exists in matters such as compensation, promotion and access to training opportunities.
Thirdly, to achieve success, increase efficiency and reduce costs, it is imperative that an
HRIS exist within the organisation. Lastly, if an internal staffing programme is to succeed, it
,3
2025 – S2 – HRM2605 – ASSESSMENT 3 – Q&A
must have the support and involvement of top management, the line managers and HR.
The correct answers are:
Pay close attention to identifying the current employee skill levels and development needs.,
Ensure internal equity exists in matters such as compensation, promotion and access to
training.,
Implement a human resource information system (HRIS) to increase efficiency and reduce
costs.
Question 3
What is the primary role of the HR department in relation to staffing decisions?
Select one:
➢ To recommend policies and procedures related to staffing decisions.
➢ To conduct interviews and make hiring decisions.
➢ To recommend employees worthy of promotions.
➢ To make internal staffing decisions.
Feedback
Your answer is correct.
The correct answer is “To recommend policies and procedures related to staffing
decisions”.
Refer to the introductory section of chapter 8 of the prescribed book.
The primary role of the HR department in relation to staffing decisions is to recommend
policies and procedures, develop programmes where needed, develop and implement proper
workforce planning, and provide guidance to line managers. While HR may be involved in
the interview process and negotiating salaries and benefits, the ultimate decision-making
authority lies with line managers.
The correct answer is:
To recommend policies and procedures related to staffing decisions.
Question 4
, 4
2025 – S2 – HRM2605 – ASSESSMENT 3 – Q&A
After reading the scenario below, choose the best answer from the list of options below
to finish the sentence. The best option must be dragged and dropped into the empty
space.
Molotsi and Associates recently implemented a career development programme for its
employees, and both line managers and HR are responsible for ensuring its success. The
programme is designed to help employees identify their career goals, acquire the necessary
skills and knowledge, and advance their careers within the firm.
Feedback
Your answer is correct.
The correct answer is “the line manager”.
Refer to section 8.10 in chapter 8 of the prescribed book.
In the career development programme, line managers play a crucial role in supporting and
guiding employees to achieve their career goals. One of their responsibilities is to provide
feedback on the employee's performance, which helps the employee to identify their strengths
and weaknesses, and areas for development. This feedback can be provided in a formal or
informal setting, such as regular check-ins, performance reviews, or coaching sessions.
Another responsibility of the line manager is to identify development opportunities for their
employees. This may include assigning new projects or responsibilities that allow the
employee to learn new skills and gain experience. The line manager may also recommend
training or development programmes that are relevant to the employee's career goals.
Lastly, line managers must work with the employee to create a career development plan that
outlines the employee's goals and the steps needed to achieve them. The plan should be
tailored to the employee's career aspirations and take into account their strengths, skills, and
