Human Resource Management– Exam Questions & Model Answers2025 Exam Preparation Resource

Human Resource Management – Exam Questions & Model Answers 2025
Exam Preparation Resource




1 Introduction

This 2025 HRM Q&A provides 30 exam-style multiple-choice questions with verified answers and model explanations,
covering recruitment, training, performance, compensation, and employee relations for business students. Verified June
8, 2025, 08:02 PM EAT.

2 Exam Questions and Answers

2.1 Recruitment and Selection
2.1.1 Question 1.1 (3 marks)

What is the primary aim of a talent retention strategy?
a. Reduce training costs
b. Minimize employee turnover
c. Standardize job roles
d. Limit hiring channels
Answer: b
Explanation: 1. **Purpose**: Retention strategies keep
key staff. 2. **Focus**: Minimize employee turnover, core
to 803. **Options**: Costs (a), roles (c), and channels (d)
are unrelated. 4. **Conclusion**: Turnover reduction.
Difficulty: Remembering
Helper: Mnemonic: “Retention = Stay Plan.”
Objective: Recruitment Strategy

2.1.2 Question 1.2 (4 marks)

A recruiter relies solely on employee referrals. What is the
risk?
a. Enhanced team cohesion
b. Reduced candidate diversity
c. Lower recruitment costs
d. Faster hiring process
Answer: b
Explanation: 1. **Issue**: Single-source referrals limit
applicant pool. 2. **Risk**: Reduced candidate diver-
sity, seen in 703. **Options**: Cohesion (a), costs (c), and
speed (d) are secondary or incorrect. 4. **Conclusion**:
Candidate diversity.
Difficulty: Analyzing
Helper: Tip: Referrals only = Diversity loss.
Objective: Recruitment Risks

2.1.3 Question 1.3 (3 marks)

Which tool supports structured hiring?
a. Exit survey
b. Selection matrix
c. Training manual
d. Performance review


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, Answer: b
Explanation: 1. **Tool**: Ensures consistent candidate
evaluation. 2. **Method**: Selection matrix, used in 803.
**Options**: Survey (a), manual (c), and review (d) are
unrelated. 4. **Conclusion**: Selection matrix.
Difficulty: Remembering
Helper: Table: Structured = Matrix.
Objective: Recruitment Tools

2.1.4 Question 1.4 (4 marks)

Why is candidate experience critical in hiring?
a. Reduces legal risks
b. Enhances employer brand
c. Simplifies training
d. Limits job postings
Answer: b
Explanation: 1. **Need**: Positive experience attracts
talent. 2. **Benefit**: Enhances employer brand, vital in
753. **Options**: Risks (a), training (c), and postings (d)
are unrelated. 4. **Conclusion**: Employer brand.
Difficulty: Applying
Helper: Tip: Experience = Brand boost.
Objective: Recruitment Strategy

2.1.5 Question 1.5 (3 marks)

What is a key feature of competency-based interviews?
a. Hypothetical scenarios
b. Skill-specific questions
c. Personality tests
d. General knowledge quizzes
Answer: b
Explanation: 1. **Feature**: Targets role-specific abili-
ties. 2. **Focus**: Skill-specific questions, core to 803.
**Options**: Scenarios (a), tests (c), and quizzes (d) are
different. 4. **Conclusion**: Skill questions.
Difficulty: Remembering
Helper: Mnemonic: “Competency = Skill Probe.”
Objective: Interview Types

2.1.6 Question 1.6 (4 marks)

A candidate is rejected due to disability. Which U.S. law is
violated?
a. Equal Pay Act
b. Americans with Disabilities Act
c. Fair Labor Standards Act
d. Title VII
Answer: b
Explanation: 1. **Issue**: Disability-based discrimina-
tion. 2. **Law**: Americans with Disabilities Act, rele-
vant in 703. **Options**: Pay (a), labor (c), and Title VII
(d) are unrelated. 4. **Conclusion**: ADA.
Difficulty: Analyzing
Helper: Tip: Disability bias = ADA.
Objective: Employment Law




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