Fall Semester 2025 | UNISA Assignment |
HRM2605 – Human Resource Management for
Line Managers | Complete Answers & Updated
Study Guide | Due November/December 2025
Question 1:
Which of the following is a key responsibility of a line manager in HRM?
A) Designing the organizational structure
B) Conducting performance appraisals
C) Leading team meetings
D) Developing compensation strategies
Correct Answer: C) Leading team meetings
Rationale: Line managers are directly involved in managing day-to-day operations and
supervising employees. Leading team meetings is a crucial part of their role, as it
fosters communication and collaboration within the team. While other options may fall
under broader HR responsibilities, they are not typically the primary responsibilities of
line managers.
Question 2:
What is the primary purpose of workforce planning?
A) To identify employee training needs
B) To forecast future staffing needs
C) To facilitate employee engagement
D) To ensure compliance with labor laws
Correct Answer: B) To forecast future staffing needs
Rationale: Workforce planning involves analyzing and forecasting the needs of the
organization in terms of the number and types of employees required. It is a strategic
approach to ensuring that the organization has the right people in place at the right time
to meet its goals.
Question 3:
Which of the following is NOT a benefit of employee training?
A) Increased job satisfaction
B) Higher turnover rates
C) Improved performance
D) Enhanced skills
Correct Answer: B) Higher turnover rates
,Rationale: Employee training generally leads to lower turnover rates as employees feel
more competent and satisfied in their roles. The option "Higher turnover rates"
contradicts the expected outcomes of training, which typically aims to enhance
employee retention and performance.
Question 4:
What is the primary legal consideration a line manager must be aware of when
conducting employee performance evaluations?
A) Employee demographics
B) Company profitability
C) Objectivity and fairness
D) Individual employee relationships
Correct Answer: C) Objectivity and fairness
Rationale: Performance evaluations must be conducted objectively and fairly to avoid
legal repercussions related to discrimination and wrongful termination. Line managers
should ensure evaluations are based on performance criteria rather than personal
biases or relationships, which helps protect the organization against potential claims.
Question 5:
In the context of employee relations, what does the term "grievance procedure" refer to?
A) A method to increase productivity
B) A formal process for handling employee complaints
C) An informal discussion about work-life balance
D) A strategy for enhancing team cohesion
Correct Answer: B) A formal process for handling employee complaints
Rationale: A grievance procedure is a systematic approach through which employees
can formally report issues or complaints related to their employment. This process is
vital for addressing concerns and maintaining a positive workplace environment.
Question 6:
Which of the following is a primary advantage of recruiting from within the organization?
A) Cost-effectiveness
B) Familiarity with company culture
C) Access to a larger talent pool
D) Reduced training time
Correct Answer: B) Familiarity with company culture
,Rationale: Internal candidates are already acquainted with the organization's values,
practices, and culture, which can lead to quicker onboarding and improved integration
into their new roles.
Question 7:
What does the acronym "EEO" stand for in Human Resource Management?
A) Equal Employment Options
B) Employee Engagement Opportunity
C) Equal Employment Opportunity
D) Employment Equity Obligation
Correct Answer: C) Equal Employment Opportunity
Rationale: EEO refers to the principle of ensuring that all individuals have an equal
chance for employment and advancement opportunities without discrimination based
on race, color, religion, gender, or national origin.
Question 8:
What is one of the main purposes of performance management systems?
A) To increase salaries annually
B) To determine employee promotions only
C) To align individual performance with organizational goals
D) To justify layoffs
Correct Answer: C) To align individual performance with organizational goals
Rationale: Performance management systems help ensure that employee objectives
and behaviors contribute directly to the organization's strategic goals, enhancing overall
productivity and performance.
Question 9:
During which phase of the employee lifecycle does onboarding occur?
A) Recruitment
B) Development
C) Integration
D) Separation
Correct Answer: C) Integration
, Rationale: Onboarding is part of the integration phase, where new employees are
introduced to the company culture, processes, and expectations, helping them adjust
to their new roles effectively.
Question 10:
Which method of recruitment typically involves the least cost?
A) Job Fair participation
B) Agency recruitment
C) Online job boards
D) Employee referrals
Correct Answer: D) Employee referrals
Rationale: Employee referrals often come at a lower cost compared to other
recruitment methods and can lead to high-quality hires, as existing employees generally
understand the company culture and dynamics.
Question 11:
Which of the following is essential for effective conflict resolution?
A) Ignoring the issue
B) Open communication
C) Blame assignment
D) Heightened emotions
Correct Answer: B) Open communication
Rationale: Open communication allows for the expression of concerns and viewpoints,
facilitating understanding and collaboration in finding a resolution, thereby preventing
escalation of the conflict.
Question 12:
What is a primary function of the job analysis process?
A) To define job responsibilities and requirements
B) To promote employees
C) To evaluate employee performance
D) To provide employee benefits
Correct Answer: A) To define job responsibilities and requirements
Rationale: Job analysis is a systematic method of gathering information about jobs
within an organization and is critical for shaping job descriptions and specifications.
HRM2605 – Human Resource Management for
Line Managers | Complete Answers & Updated
Study Guide | Due November/December 2025
Question 1:
Which of the following is a key responsibility of a line manager in HRM?
A) Designing the organizational structure
B) Conducting performance appraisals
C) Leading team meetings
D) Developing compensation strategies
Correct Answer: C) Leading team meetings
Rationale: Line managers are directly involved in managing day-to-day operations and
supervising employees. Leading team meetings is a crucial part of their role, as it
fosters communication and collaboration within the team. While other options may fall
under broader HR responsibilities, they are not typically the primary responsibilities of
line managers.
Question 2:
What is the primary purpose of workforce planning?
A) To identify employee training needs
B) To forecast future staffing needs
C) To facilitate employee engagement
D) To ensure compliance with labor laws
Correct Answer: B) To forecast future staffing needs
Rationale: Workforce planning involves analyzing and forecasting the needs of the
organization in terms of the number and types of employees required. It is a strategic
approach to ensuring that the organization has the right people in place at the right time
to meet its goals.
Question 3:
Which of the following is NOT a benefit of employee training?
A) Increased job satisfaction
B) Higher turnover rates
C) Improved performance
D) Enhanced skills
Correct Answer: B) Higher turnover rates
,Rationale: Employee training generally leads to lower turnover rates as employees feel
more competent and satisfied in their roles. The option "Higher turnover rates"
contradicts the expected outcomes of training, which typically aims to enhance
employee retention and performance.
Question 4:
What is the primary legal consideration a line manager must be aware of when
conducting employee performance evaluations?
A) Employee demographics
B) Company profitability
C) Objectivity and fairness
D) Individual employee relationships
Correct Answer: C) Objectivity and fairness
Rationale: Performance evaluations must be conducted objectively and fairly to avoid
legal repercussions related to discrimination and wrongful termination. Line managers
should ensure evaluations are based on performance criteria rather than personal
biases or relationships, which helps protect the organization against potential claims.
Question 5:
In the context of employee relations, what does the term "grievance procedure" refer to?
A) A method to increase productivity
B) A formal process for handling employee complaints
C) An informal discussion about work-life balance
D) A strategy for enhancing team cohesion
Correct Answer: B) A formal process for handling employee complaints
Rationale: A grievance procedure is a systematic approach through which employees
can formally report issues or complaints related to their employment. This process is
vital for addressing concerns and maintaining a positive workplace environment.
Question 6:
Which of the following is a primary advantage of recruiting from within the organization?
A) Cost-effectiveness
B) Familiarity with company culture
C) Access to a larger talent pool
D) Reduced training time
Correct Answer: B) Familiarity with company culture
,Rationale: Internal candidates are already acquainted with the organization's values,
practices, and culture, which can lead to quicker onboarding and improved integration
into their new roles.
Question 7:
What does the acronym "EEO" stand for in Human Resource Management?
A) Equal Employment Options
B) Employee Engagement Opportunity
C) Equal Employment Opportunity
D) Employment Equity Obligation
Correct Answer: C) Equal Employment Opportunity
Rationale: EEO refers to the principle of ensuring that all individuals have an equal
chance for employment and advancement opportunities without discrimination based
on race, color, religion, gender, or national origin.
Question 8:
What is one of the main purposes of performance management systems?
A) To increase salaries annually
B) To determine employee promotions only
C) To align individual performance with organizational goals
D) To justify layoffs
Correct Answer: C) To align individual performance with organizational goals
Rationale: Performance management systems help ensure that employee objectives
and behaviors contribute directly to the organization's strategic goals, enhancing overall
productivity and performance.
Question 9:
During which phase of the employee lifecycle does onboarding occur?
A) Recruitment
B) Development
C) Integration
D) Separation
Correct Answer: C) Integration
, Rationale: Onboarding is part of the integration phase, where new employees are
introduced to the company culture, processes, and expectations, helping them adjust
to their new roles effectively.
Question 10:
Which method of recruitment typically involves the least cost?
A) Job Fair participation
B) Agency recruitment
C) Online job boards
D) Employee referrals
Correct Answer: D) Employee referrals
Rationale: Employee referrals often come at a lower cost compared to other
recruitment methods and can lead to high-quality hires, as existing employees generally
understand the company culture and dynamics.
Question 11:
Which of the following is essential for effective conflict resolution?
A) Ignoring the issue
B) Open communication
C) Blame assignment
D) Heightened emotions
Correct Answer: B) Open communication
Rationale: Open communication allows for the expression of concerns and viewpoints,
facilitating understanding and collaboration in finding a resolution, thereby preventing
escalation of the conflict.
Question 12:
What is a primary function of the job analysis process?
A) To define job responsibilities and requirements
B) To promote employees
C) To evaluate employee performance
D) To provide employee benefits
Correct Answer: A) To define job responsibilities and requirements
Rationale: Job analysis is a systematic method of gathering information about jobs
within an organization and is critical for shaping job descriptions and specifications.
