HRM Exam Q&A– 2025 Edition with Correct Answers2025 Exam Preparation

HRM Exam Q&A – 2025 Edition with Correct Answers 2025 Exam Preparation
Resource




1 Introduction

This 2025 HRM Q&A resource provides 30 exam-style multiple-choice questions with verified correct answers and con-
cise explanations, covering recruitment, training, performance, compensation, and employee relations for business stu-
dents. Verified June 9, 2025, 02:05 PM EAT.

2 Exam Questions and Answers

2.1 Recruitment and Selection
2.1.1 Question 1.1 (3 marks)

What is the primary goal of a talent forecasting model?
a. Reduce onboarding costs
b. Predict future talent needs
c. Standardize job descriptions
d. Limit candidate applications
Answer: b
Explanation: 1. **Purpose**: Anticipates staffing require-
ments. 2. **Focus**: Predict future talent needs, core to
803. **Options**: Costs (a), descriptions (c), and applica-
tions (d) are unrelated. 4. **Conclusion**: Talent needs
prediction.
Difficulty: Remembering
Helper: Mnemonic: “Forecast = Future Staff.”
Objective: Recruitment Strategy

2.1.2 Question 1.2 (4 marks)

A recruiter ignores background checks. What is the risk?
a. Faster hiring process
b. Hiring unsuitable candidates
c. Reduced training needs
d. Improved candidate fit
Answer: b
Explanation: 1. **Issue**: Background checks verify can-
didate suitability. 2. **Risk**: Hiring unsuitable candi-
dates, seen in 703. **Options**: Speed (a), training (c),
and fit (d) are secondary or incorrect. 4. **Conclusion**:
Unsuitable hires.
Difficulty: Analyzing
Helper: Tip: No checks = Risky hires.
Objective: Recruitment Risks

2.1.3 Question 1.3 (3 marks)

Which tool improves hiring efficiency?
a. Exit interview
b. Applicant tracking system
c. Training manual
d. Performance appraisal


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, Answer: b
Explanation: 1. **Tool**: Streamlines recruitment pro-
cesses. 2. **Method**: Applicant tracking system, used in
803. **Options**: Interview (a), manual (c), and appraisal
(d) are unrelated. 4. **Conclusion**: ATS system.
Difficulty: Remembering
Helper: Table: Efficiency = Streamlined Hiring.
Objective: Recruitment Tools

2.1.4 Question 1.4 (4 marks)

Why is candidate experience critical?
a. Reduces legal risks
b. Enhances employer appeal
c. Simplifies onboarding
d. Limits job postings
Answer: b
Explanation: 1. **Need**: Positive experience attracts
talent. 2. **Benefit**: Enhances employer appeal, vital in
753. **Options**: Risks (a), onboarding (c), and postings
(d) are secondary or unrelated. 4. **Conclusion**: Em-
ployer appeal.
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 assessments c. Team dynamic evaluations
d. Personality quizzes
Answer: b
Explanation: 1. **Feature**: Focuses on job-relevant skills.
2. **Focus**: Skill-specific assessments, core to 803. **Op-
tions**: Scenarios (a), evaluations (c), and quizzes (d) are
different. 4. **Conclusion**: Skill assessments.
Difficulty: Remembering
Helper: Mnemonic: “Competency = Skill Test.”
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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