HRM Practice Questions and Answers– Exam-Ready Test Bank2025 Exam

HRM Practice Questions and Answers – Exam-Ready Test Bank 2025 Exam
Preparation Resource




1 Introduction

This 2025 test bank offers 30 multiple-choice questions with verified answers and clear rationales to prepare students for
Human Resource Management (HRM) exams. Covering key topics like recruitment, training, performance, compensa-
tion, and employee relations, it ensures exam readiness. Verified June 6, 2025, 10:11 AM EAT. Access more resources
on testbook.com or studocu.com.

2 Exam Questions and Answers

2.1 Recruitment and Selection
2.1.1 Question 1.1 (3 marks)

What is the primary purpose of job analysis in HRM?
a. Set salary benchmarks
b. Identify job requirements
c. Design training programs
d. Evaluate employee performance
Answer: b
Rationale: 1. **Purpose**: Job analysis defines job roles.
2. **Focus**: Identify job requirements, critical in 803.
**Options**: Salary (a), training (c), and performance (d)
are secondary outcomes. 4. **Conclusion**: Job require-
ments. Ref: testbook.com, Ch. 1
Difficulty: Remembering
Helper: Mnemonic: “Job Analysis = Role Clarity.”
Objective: Job Analysis

2.1.2 Question 1.2 (4 marks)

A manager relies heavily on candidate appearance during
interviews. What type of interview is this?
a. Structured
b. Behavioral
c. Unstructured
d. Situational
Answer: c
Rationale: 1. **Issue**: Reliance on appearance indicates
lack of structure. 2. **Type**: Unstructured interviews,
common in 703. **Options**: Structured (a), behavioral
(b), and situational (d) use standardized criteria. 4. **Con-
clusion**: Unstructured. Ref: docsity.com, Ch. 3
Difficulty: Analyzing
Helper: Tip: Appearance focus = Unstructured.
Objective: Interview Types

2.1.3 Question 1.3 (3 marks)

Which recruitment source leverages internal talent?
a. Job boards
b. Employee referrals


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, c. Talent inventory
d. Campus hiring
Answer: c
Rationale: 1. **Source**: Internal talent is within the or-
ganization. 2. **Method**: Talent inventory, used in 803.
**Options**: Boards (a), referrals (b), and campus (d) are
external. 4. **Conclusion**: Talent inventory. Ref: doc-
sity.com, Ch. 2
Difficulty: Remembering
Helper: Table: Internal = Talent inventory.
Objective: Recruitment

2.1.4 Question 1.4 (4 marks)

Why is diversity training important in recruitment?
a. Meets legal quotas
b. Enhances team performance
c. Reduces training costs
d. Simplifies hiring
Answer: b
Rationale: 1. **Need**: Diversity improves outcomes.
2. **Benefit**: Enhances team performance, seen in 753.
**Options**: Quotas (a), costs (c), and hiring (d) are sec-
ondary or incorrect. 4. **Conclusion**: Team performance.
Ref: docsity.com, Ch. 4
Difficulty: Applying
Helper: Tip: Diversity = Team strength.
Objective: Diversity

2.1.5 Question 1.5 (3 marks)

What is a key advantage of employee referrals?
a. Reduces hiring time
b. Ensures skill diversity
c. Eliminates bias
d. Lowers salary expectations
Answer: a
Rationale: 1. **Advantage**: Referrals streamline hir-
ing. 2. **Benefit**: Reduces hiring time, effective in 803.
**Options**: Diversity (b), bias (c), and salary (d) are not
primary benefits. 4. **Conclusion: Hiring time. Ref: test-
book.com, Ch. 2
Difficulty: Remembering
Helper: Mnemonic: “Referrals = Fast Hire.”
Objective: Recruitment

2.1.6 Question 1.6 (4 marks)

A candidate feels discriminated against due to disability.
Which law should they review?
a. Genetic Information Nondiscrimination Act
b. Americans with Disabilities Act
c. Fair Labor Standards Act
d. Taft-Hartley Act
Answer: b
Rationale: 1. **Issue**: Disability discrimination. 2.
**Law**: Americans with Disabilities Act, relevant in 703.
**Options**: Genetic (a), labor (c), and Taft-Hartley (d)



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