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HRM2605
EXAM PACK
DISTINCTION QUALITY
UNISA EXAM
, CONFIDENTIAL
Page 4 of 7
HRM2605
October/November 2025
HRM2601 EXAM 2026 ANSWER ALL THE QUESTIONS.
QUESTION 1
Identify and briefly describe the type of internal staffing move that takes place in the following scenarios.
Your answer must clearly state the type of movement and provide a brief explanation based on the
information provided.
1.1 Melisha has been moved from a shop assistant role to a general manager role after working in the
QUESTION 1
o Promotion.
Melisha has been moved upward from shop assistant to general manager. This is an
internal upward move that increases responsibility, authority and pay because she
proved loyalty and skill.
o Demotion.
Kiara is moved to a lower-level job (tea lady) because her performance as an
administrative officer is below required standard. This is a downward internal move
with reduced responsibility and status.
o Transfer (lateral/geographical transfer).
Enock remains an accountant but is relocated from the Johannesburg office to the
Limpopo branch. This is a lateral transfer (same job, new location) made to
accommodate his personal circumstances. (
o Retrenchment / Lay-off (involuntary termination due to redundancy).
Sipho’s position is declared redundant because of financial problems and reduced
demand, so he is involuntarily terminated. This is a workforce reduction
(retrenchment/lay-off).
,QUESTION 2
You are HR manager at a large law firm, explain reasons for lack of onboarding
and summarise benefits for employees and employers.
2.1 Two possible reasons the firm lacks an effective onboarding/orientation
programme
Supervisors lack time or ability. Directors and line managers do not allocate time or are
not trained to carry out proper orientation, so new staff are simply left to start work
immediately.
Organisation does not prioritise orientation / thinks selection/training substitutes for
orientation. The directors pay no attention and may assume recruitment or on-the-job
training is enough, so no formal orientation policy, budget or programme is developed.
2.2 Importance, benefits of a good orientation (6 marks total: 3 marks employees,
3 marks employers)
Benefits for employees (3 marks give three key benefits, 1 mark each):
Faster adjustment & reduced anxiety - New employees feel secure and belong sooner,
which reduces first-day jitters and stress.
, Higher job satisfaction & commitment - Clear information about job, expectations and
career paths increases morale and loyalty.
Quicker competence / fewer mistakes - Structured orientation shortens learning time so
employees perform correctly faster.
Benefits for employers (3 marks - three key benefits, 1 mark each):
Lower turnover and absenteeism - Better onboarding increases retention, saving
replacement and recruitment costs.
Faster productivity and improved service - Employees reach full effectiveness
sooner, which improves output and client service (important in a law firm).
Fewer costly mistakes and better alignment to policies - Clear explanation of
procedures, ethics and standards reduces errors and improves manager–employee
relations.
HRM2605
EXAM PACK
DISTINCTION QUALITY
UNISA EXAM
, CONFIDENTIAL
Page 4 of 7
HRM2605
October/November 2025
HRM2601 EXAM 2026 ANSWER ALL THE QUESTIONS.
QUESTION 1
Identify and briefly describe the type of internal staffing move that takes place in the following scenarios.
Your answer must clearly state the type of movement and provide a brief explanation based on the
information provided.
1.1 Melisha has been moved from a shop assistant role to a general manager role after working in the
QUESTION 1
o Promotion.
Melisha has been moved upward from shop assistant to general manager. This is an
internal upward move that increases responsibility, authority and pay because she
proved loyalty and skill.
o Demotion.
Kiara is moved to a lower-level job (tea lady) because her performance as an
administrative officer is below required standard. This is a downward internal move
with reduced responsibility and status.
o Transfer (lateral/geographical transfer).
Enock remains an accountant but is relocated from the Johannesburg office to the
Limpopo branch. This is a lateral transfer (same job, new location) made to
accommodate his personal circumstances. (
o Retrenchment / Lay-off (involuntary termination due to redundancy).
Sipho’s position is declared redundant because of financial problems and reduced
demand, so he is involuntarily terminated. This is a workforce reduction
(retrenchment/lay-off).
,QUESTION 2
You are HR manager at a large law firm, explain reasons for lack of onboarding
and summarise benefits for employees and employers.
2.1 Two possible reasons the firm lacks an effective onboarding/orientation
programme
Supervisors lack time or ability. Directors and line managers do not allocate time or are
not trained to carry out proper orientation, so new staff are simply left to start work
immediately.
Organisation does not prioritise orientation / thinks selection/training substitutes for
orientation. The directors pay no attention and may assume recruitment or on-the-job
training is enough, so no formal orientation policy, budget or programme is developed.
2.2 Importance, benefits of a good orientation (6 marks total: 3 marks employees,
3 marks employers)
Benefits for employees (3 marks give three key benefits, 1 mark each):
Faster adjustment & reduced anxiety - New employees feel secure and belong sooner,
which reduces first-day jitters and stress.
, Higher job satisfaction & commitment - Clear information about job, expectations and
career paths increases morale and loyalty.
Quicker competence / fewer mistakes - Structured orientation shortens learning time so
employees perform correctly faster.
Benefits for employers (3 marks - three key benefits, 1 mark each):
Lower turnover and absenteeism - Better onboarding increases retention, saving
replacement and recruitment costs.
Faster productivity and improved service - Employees reach full effectiveness
sooner, which improves output and client service (important in a law firm).
Fewer costly mistakes and better alignment to policies - Clear explanation of
procedures, ethics and standards reduces errors and improves manager–employee
relations.
