What is the difference between recruitment and selection?

Recruitment is the process of attracting candidates to apply for a job vacancy. Selection is the process of choosing the best candidate from the applicants. Recruitment creates the pool; selection narrows it to one person.

What does the Labour Relations Act protect in South Africa?

The Labour Relations Act (LRA) No 66 of 1995 protects employees' rights to organise, engage in collective bargaining, and protection from unfair dismissal. Every dismissal must be substantively fair (valid reason) and procedurally fair (correct process followed). Disputes are handled by the CCMA.

What is job enrichment vs job enlargement?

Job enrichment adds vertical responsibility — more challenging tasks, greater autonomy, and increased accountability (motivates). Job enlargement adds horizontal responsibility — more tasks of the same difficulty level (reduces monotony but may not motivate). Enrichment is generally more effective for motivation.

Human Resources Management Practice Questions 2026

Question 01 of 150

What is human resource management (HRM)?

Explanation: HRM: moved from administrative personnel management to strategic partner. Functions: resourcing, development, reward, employee relations. Strategic HRM: HR practices aligned with business strategy.

Question 02 of 150

What is the difference between hard and soft HRM?

Explanation: Hard HRM: cost control, headcount management, quantitative. Soft (Michigan/Harvard model): commitment, communication, development, intrinsic motivation. Most organisations use a mix.

Question 03 of 150

What is a job analysis?

Explanation: Job analysis: methods: observation, interview, questionnaires, critical incidents. Output: job description (what) + job specification (person spec — what qualifications/skills required).

Question 04 of 150

What is a job description?

Explanation: Job description: job title, reporting to, purpose, key duties, conditions. Should be reviewed regularly. Under BCEA: employer must provide written particulars of employment (Form 1) within 4 weeks.

Question 05 of 150

What is a person specification?

Explanation: Person spec: essential (must have) vs desirable (nice to have). Must not discriminate: no age, race, gender requirements unless BFOQ (Bona Fide Occupational Requirement).

Question 06 of 150

What is the recruitment process?

Explanation: Recruitment: internal (promotion, transfer) or external (job sites, agencies, social media, campus). SA: Employment Services Act: register vacancies. EEA: consider employment equity targets.

Question 07 of 150

What is employment equity in South Africa?

Explanation: Employment Equity Act (EEA) No 55 of 1998: designated employers must: develop equity plan, submit annual reports to DoL, consult with employees. Prohibited discrimination + affirmative action.

Question 08 of 150

What is a structured interview?

Explanation: Structured interview: same questions, same order, consistent scoring criteria. More reliable and valid than unstructured. Behavioural (past behaviour) and situational (hypothetical) questions.

Question 09 of 150

What is the STAR technique in interviews?

Explanation: STAR: interviewers ask 'Tell me about a time when...' Candidate responds: Situation (context), Task (their responsibility), Action (what they did), Result (outcome). Structured, evidence-based.

Question 10 of 150

What is induction (onboarding)?

Explanation: Induction: legal obligations (health & safety, terms of employment), role-specific training, cultural integration. Studies: 88% of organisations onboard poorly. Good onboarding: 2× retention.

Question 11 of 150

What is training?

Explanation: Training: reactive (address performance gap), proactive (anticipate future needs). Methods: on-the-job (coaching, job rotation), off-the-job (courses, e-learning, simulation).

Question 12 of 150

What is development?

Explanation: Development: future-focused. Methods: mentoring, coaching, stretch assignments, action learning, leadership programmes. 70-20-10 model: 70% on-job experience, 20% learning from others, 10% formal training.

Question 13 of 150

What is performance management?

Explanation: Performance management cycle: plan (set objectives), monitor (ongoing feedback), review (appraisal), reward (recognition, pay). KPIs, SMART goals, 360-degree feedback.

Question 14 of 150

What is a SMART goal?

Explanation: SMART: Specific (clear what), Measurable (how you know), Achievable (realistic), Relevant (aligned to strategy), Time-bound (deadline). Framework for goal-setting and performance conversations.

Question 15 of 150

What is 360-degree feedback?

Explanation: 360° feedback: reduces bias of single-source. Used for development (not always pay decisions). Requires training to give and receive feedback constructively. Anonymous responses typically.

Question 16 of 150

What is the Labour Relations Act (LRA)?

Explanation: LRA No 66 of 1995: fundamental right to organise, collective bargaining, right to strike. CCMA: conciliation/arbitration of disputes. Labour Court: complex disputes. Unfair dismissal and unfair labour practice.

Question 17 of 150

What is the Basic Conditions of Employment Act (BCEA)?

Explanation: BCEA No 75 of 1997: max 45 ordinary hours/week. Overtime: 1.5× for first 3 hours on weekdays, 2× Sundays. Annual leave: 21 consecutive days or 15 working days. Sick leave: 30 days per 3-year cycle.

Question 18 of 150

What is the CCMA?

Explanation: CCMA: dispute resolution. Conciliation: 30 days (Commissioner facilitates agreement). If unresolved: arbitration (Commissioner decides) or Labour Court (unfair dismissal). CCMA: free for employees.

Question 19 of 150

What is an unfair dismissal under the LRA?

Explanation: Fair dismissal requirements: 1) Valid reason: misconduct, incapacity, operational requirements. 2) Fair procedure: misconduct → hearing (audi alteram partem). Incapacity → investigation. Retrenchment → consultation.

Question 20 of 150

What is audi alteram partem?

Explanation: Audi alteram partem: employee must be given opportunity to state their case before dismissal. Disciplinary hearing: employee must know charge, have time to prepare, be heard, be represented (by fellow employee or union rep).

Question 21 of 150

What is the Employment Equity Act (EEA)?

Explanation: EEA No 55 of 1998: two chapters: 1) Prohibition of unfair discrimination (all employers). 2) Affirmative action obligations (50+ employees, or R10m+ turnover, or specific sectors).

Question 22 of 150

What is retrenchment?

Explanation: Retrenchment (Section 189 LRA): disclose all relevant information in writing, consult meaningfully, consider alternatives, select fairly (LIFO/skills), severance pay = 1 week per year of service.

Question 23 of 150

What is the notice period under BCEA?

Explanation: BCEA notice periods: these are minimums. Employer and employee may agree longer notice. Payment in lieu of notice is allowed. Notice period cannot be reduced without agreement.

Question 24 of 150

What is compensation and benefits?

Explanation: Total remuneration: fixed pay (guaranteed) + variable pay (performance-linked) + benefits (valued additions) + non-financial. Strategy: align with culture, attract/retain/motivate talent.

Question 25 of 150

What is pay equity?

Explanation: Pay equity: EEA Amendment Act: equal pay for work of equal value. Employer must assess and justify pay differentials. SEIFSA, Bargaining Council agreements often address this.

Question 26 of 150

What is a job evaluation?

Explanation: Job evaluation: methodologies: job ranking (simple), job classification, factor comparison, point-factor method (most common). Output: job grades/bands. Links internal equity to external market rates.

Question 27 of 150

What is a salary survey?

Explanation: Salary survey: external equity. Reward managers use: Total Remuneration Associates (TRA), Remuneration Data Solutions (RDS), Mercer, PwC. Positioning: median, upper quartile. Compare to relevant market.

Question 28 of 150

What is an employee value proposition (EVP)?

Explanation: EVP: salary + benefits + career development + culture + purpose. Used in employer branding and talent attraction. Strong EVP: lower recruitment costs, higher engagement, better retention.

Question 29 of 150

What is employee engagement?

Explanation: Engagement: Gallup: engaged, not-engaged, actively disengaged. SA: typically low engagement (around 9% engaged per Gallup). Drivers: meaningful work, manager relationship, growth, recognition.

Question 30 of 150

What is talent management?

Explanation: Talent management: talent strategy, acquisition, assessment, development (HiPo programmes), succession planning, retention (targeted for critical roles). Links to business strategy.

Question 31 of 150

What is succession planning?

Explanation: Succession planning: identify critical roles → identify potential successors → assess readiness → develop gaps. 9-box grid: performance vs potential matrix. Emergency succession for sudden vacancies.

Question 32 of 150

What is the Skills Development Act (SDA) in SA?

Explanation: Skills Development Act No 97 of 1998: SETAs (Sector Education and Training Authorities). SDL: 1% of payroll levy. Workplace Skills Plan (WSP): submitted annually. ATR: Annual Training Report.

Question 33 of 150

What is organisational culture?

Explanation: Organisational culture: visible (artefacts, dress code, symbols) and invisible (values, assumptions — Schein's model). Culture eats strategy for breakfast (Drucker). Culture change: difficult, long-term, leadership-driven.

Question 34 of 150

What is the psychological contract?

Explanation: Psychological contract (Rousseau): perceived mutual obligations. Violation: withdrawal, reduced effort, exit. Modern workers: high expectations (development, meaningful work, flexibility). vs transactional (just a job).

Question 35 of 150

What is a trade union?

Explanation: Trade union: right to organise (LRA). Representative union: collective bargaining rights. Majority union (> 50%): organisational rights (check-off, leave for union activities, access to workplace). COSATU, FEDUSA, NACTU in SA.

Question 36 of 150

What is collective bargaining?

Explanation: Collective bargaining: centralised (bargaining council — industry-wide) or company-level. Binding agreement: wages, conditions, dispute procedures. SA: Bargaining Councils, NEDLAC (national forum).

Question 37 of 150

What is a disciplinary hearing?

Explanation: Disciplinary hearing: written notice of charge → hearing → employee presents case → decision → sanction. Sanctions: verbal warning, written warning, final written warning, dismissal. Proportionality matters.

Question 38 of 150

What is progressive discipline?

Explanation: Progressive discipline: first offence (unless gross): verbal warning. Repeat: written warning. Continued: final written warning. Persistent: dismissal. Gross misconduct (theft, assault): possible immediate dismissal.

Question 39 of 150

What is gross misconduct?

Explanation: Gross misconduct: LRA Schedule 8. Examples: dishonesty, physical violence, sexual harassment, damage to property, serious insubordination. Hearing still required but dismissal appropriate for first offence.

Question 40 of 150

What is an employee wellness programme (EWP)?

Explanation: EWP (Employee Assistance Programme): counselling, stress management, financial advice, health screening. ROI: reduced absenteeism, presenteeism, turnover. CIPD: mental health first aid, manager training.

Question 41 of 150

What is the gig economy and its HR implications?

Explanation: Gig economy: Uber, Fiverr, Upwork. HR implications: benefits not portable, performance management differs, skills development responsibility shifts, classification debate (employee vs contractor). SA: review of labour law.

Question 42 of 150

What is remote work and its HR management challenges?

Explanation: Remote work: accelerated by COVID-19. Challenges: performance monitoring, isolation, 'always-on' culture, onboarding, team cohesion. BCEA: employer still responsible for H&S of remote workers.

Question 43 of 150

What is human resource information system (HRIS)?

Explanation: HRIS: SAP SuccessFactors, Workday, Oracle HCM, BambooHR. Functions: core HR (employee records), payroll, talent management, learning management, analytics. People analytics: data-driven HR.

Question 44 of 150

What is workforce planning?

Explanation: Workforce planning: analyse current workforce (supply) → forecast future needs (demand) → identify gaps → action plan (recruit, develop, redeploy, restructure). Links HR to business strategy.

Question 45 of 150

What is the concept of employer branding?

Explanation: Employer brand: EVP communicated to internal and external audiences. Channels: LinkedIn, Glassdoor, careers page, social media. Strong employer brand: 50% more qualified applicants, lower cost per hire.

Question 46 of 150

What is diversity and inclusion (D&I)?

Explanation: D&I: diversity (who is in the room), inclusion (do they feel they belong and can contribute). Business case: diverse teams make better decisions, access wider talent pool, reflect customer base.

Question 47 of 150

What is the Protected Disclosures Act (Whistleblower legislation)?

Explanation: Protected Disclosures Act No 26 of 2000 (PDA): protects employees who make protected disclosures. Occupational detriment: unfair dismissal, disadvantage. Employer must investigate and protect discloser.

Question 48 of 150

What is the Occupational Health and Safety Act (OHSA)?

Explanation: OHSA No 85 of 1993: employer's duty: safe workplace, safe plant, hazard identification, safety committee (20+ employees), incident reporting. Compensation for Occupational Injuries and Diseases Act (COIDA): cover for workplace injuries.

Question 49 of 150

What is McGregor's Theory X and Theory Y?

Explanation: Theory X: autocratic management needed. Theory Y: participative management, empower employees. McGregor (1960): managerial assumptions shape management style. Most people respond better to Y assumptions.

Question 50 of 150

What is Maslow's hierarchy of needs?

Explanation: Maslow: physiological (food, shelter), safety (job security), social (belonging, friendship), esteem (recognition, status), self-actualisation (growth, achievement). Critique: not strictly hierarchical. Applied to workplace motivation.

Question 51 of 150

What is Herzberg's two-factor theory?

Explanation: Herzberg: hygiene factors (extrinsic): absence → dissatisfied; presence → not dissatisfied. Motivators (intrinsic): presence → satisfied. Implication: improve hygiene to avoid dissatisfaction; enrich jobs to motivate.

Question 52 of 150

What is expectancy theory?

Explanation: Expectancy theory: motivation = E × I × V. If any = 0: no motivation. Practical: ensure: effort-performance link clear, performance-reward link clear, reward valued. Performance management alignment.

Question 53 of 150

What is job enrichment?

Explanation: Job enrichment: vertical loading (add challenging tasks, decision-making authority). Job enlargement: horizontal (add similar-level tasks). Job rotation: move between roles. Hackman-Oldham: autonomy, identity, significance, feedback, skill variety.

Question 54 of 150

What is the concept of strategic HRM?

Explanation: Strategic HRM (Ulrich, 1997): HR as strategic business partner. Vertical alignment: HR strategy matches business strategy. Horizontal alignment: HR practices consistent with each other.

Question 55 of 150

What is human capital theory?

Explanation: Human capital (Becker): education and training = investment in human capital → higher productivity → higher wages. Firm-specific human capital: employer invests (training); General: employee may invest.

Question 56 of 150

What is the difference between a fixed-term and permanent contract?

Explanation: Fixed-term contracts: LRA Amendment Act (2014): if > 3 months employment and not genuinely fixed-term role → deemed permanent. Same pay and benefits as permanent for doing same work.

Question 57 of 150

What is the National Minimum Wage (NMW) in SA?

Explanation: SA NMW (effective March 2024): R27.58 per hour (basic employees). Farmworkers: same minimum wage. Domestic workers: same as basic. Expanded Public Works Programme: 75% of NMW.

Question 58 of 150

What is the concept of labour market segmentation?

Explanation: Dual labour market: primary (large firms, unionised, internal labour markets). Secondary (small firms, casual, low wages). Workers often trapped in secondary. SA: high informal sector participation.

Question 59 of 150

What is turnover and how is it calculated?

Explanation: Turnover rate = (Leavers / Avg headcount) × 100. 15-20% typical healthy rate (some turnover is good). High turnover: high cost (recruitment, training, lost knowledge). Exit interviews: understand reasons.

Question 60 of 150

What is absenteeism and how is it measured?

Explanation: Bradford Factor: S²×D. S = number of separate absence periods, D = total days absent. High S²×D: frequent short absences (often more disruptive than occasional long absences). Trigger Bradford triggers.

Question 61 of 150

What is a learning management system (LMS)?

Explanation: LMS: SAP Litmos, Moodle, Cornerstone OnDemand. Compliance training, onboarding modules, skills development. SETA-accredited programmes can be tracked. Blended learning: LMS + face-to-face.

Question 62 of 150

What is gainsharing?

Explanation: Gainsharing: different from profit sharing (broader). Focussed on unit/team improvements. Scanlon Plan: share labour cost savings. Creates team incentive to reduce waste, improve efficiency.

Question 63 of 150

What is the concept of employment branding on social media?

Explanation: Social recruiting: LinkedIn: 87% of recruiters use. Glassdoor: candidates read reviews. Glassdoor rating < 3.5: deters candidates. Authentic employer brand content: employee stories, culture posts.

Question 64 of 150

What is a competency framework?

Explanation: Competency framework: core competencies (all staff), leadership competencies, functional competencies. Used in: selection (interview questions), performance management, development planning, talent assessment.

Question 65 of 150

What is outplacement support?

Explanation: Outplacement: provided by employer (often via third-party firm). Ethical responsibility, protects employer brand, may be required in retrenchment negotiations. LHH, Heidrick & Struggles offer SA outplacement.

Question 66 of 150

What is a balanced scorecard in HR?

Explanation: HR balanced scorecard (Kaplan-Norton adapted for HR): financial (HR cost per employee), customer (satisfaction, retention), internal (time-to-hire, training hours), learning (capability development).

Question 67 of 150

What is the concept of hot desking?

Explanation: Hot desking: reduces office costs (fewer desks than employees). Challenge: belonging, culture, storing belongings. Activity-based working (ABW): different spaces for different tasks.

Question 68 of 150

What is the Workplace Skills Plan (WSP)?

Explanation: WSP: submitted April 30 annually to SETA. Lists planned training (mandatory, skills, leadership). ATR: Annual Training Report (what was done). Claim back portion of SDL paid.

Question 69 of 150

What is the concept of human resource analytics?

Explanation: People analytics: predictive attrition modelling, time-to-hire analysis, diversity dashboard, engagement correlation with performance. Tools: Workday, Visier, Power BI. Data-driven HR decisions.

Question 70 of 150

What is the Pay Equity Act's impact on job evaluation?

Explanation: Work of equal value: EEA Section 6(4). Differentiation only permissible if fair and rational. Job evaluation: objective mechanism to assess relative value. Must review pay differentials if challenged.

Question 71 of 150

What is the concept of procedural fairness vs substantive fairness?

Explanation: Procedural: hearing given, notice provided, represented. Substantive: valid reason exists (misconduct, incapacity, operational). Both required. Procedural unfairness only: reinstatement or compensation up to 12 months.

Question 72 of 150

What is a retirement fund and its HR management?

Explanation: Retirement funds: Pension Fund (DB: defined benefit by formula) or Provident Fund (DC: defined contribution, invested). GEPF (government). Resignation: leave, transfer, or cash out (with tax implications). Pension Funds Act.

Question 73 of 150

What is the concept of employment at will vs employment protection?

Explanation: SA: no employment at will. LRA protects employees from unfair dismissal. Burden of proof on employer (for misconduct/incapacity). US: at-will states (except protected class discrimination).

Question 74 of 150

What is a social plan in retrenchments?

Explanation: Social plan: LRA Schedule 8, Para 7: large-scale retrenchments. Minimise job losses: retraining, early retirement, voluntary packages. Consultation: with unions, workplace forums.

Question 75 of 150

What is employee self-service (ESS)?

Explanation: ESS: reduces HR admin burden. Employees: leave applications, personal data updates, payslip access, training enrolment. Manager self-service (MSS): approve leave, performance reviews, headcount data.

Question 76 of 150

What is the concept of internal equity in pay?

Explanation: Internal equity: job evaluation creates grade structure. Consistent application of pay ranges within grades. Unexplained internal pay gaps (gender, race): EEA risk. Annual pay equity audit recommended.

Question 77 of 150

What is a salary band?

Explanation: Salary band: min-mid-max. Compa-ratio = actual salary / midpoint. < 1.0: below market. = 1.0: at market. > 1.0: above market. Progression within band based on performance/skills.

Question 78 of 150

What is the concept of flexible working arrangements?

Explanation: Flexible working: flexitime (vary start/end), compressed week (4×10 hours), part-time, job sharing, remote, hybrid. SA BCEA: no general right to flexible work, but agreement possible.

Question 79 of 150

What is a performance improvement plan (PIP)?

Explanation: PIP: identify gaps, set SMART improvement targets, provide support (training, coaching), set review period. If improvement: continue. If not: may lead to dismissal for incapacity. Fair process: give opportunity to improve.

Question 80 of 150

What is HR policy?

Explanation: HR policies: recruitment, leave, disciplinary, grievance, remuneration, EE, health and safety, diversity, remote work. Must: comply with legislation, be communicated, applied consistently.

Question 81 of 150

What is the concept of work-life balance?

Explanation: Work-life balance: burnout: WHO classified as occupational phenomenon. SA: long working hours culture. Employer role: flexible working, EWP, manager awareness, workload management. BCEA: limits overtime.

Question 82 of 150

What is expatriate management?

Explanation: Expatriate management: selection (technical + cultural adaptability), pre-departure preparation (cultural training, language), in-assignment support (compensation, family), repatriation (re-entry, knowledge transfer).

Question 83 of 150

What is a grievance procedure?

Explanation: Grievance: informal (discuss with supervisor) → formal (written grievance) → HR → senior management → external (CCMA if unresolved). LRA: employer must establish grievance procedure. Document all steps.

Question 84 of 150

What is the Pareto principle in HR?

Explanation: Pareto in HR: identify top 20% performers (HiPo/HiPer). Targeted retention: salary premium, development, recognition. Risk of overloading top performers. Balance: engage middle 70% too.

Question 85 of 150

What is HR due diligence in mergers and acquisitions?

Explanation: HR due diligence: employment contracts, benefits obligations, pension liabilities, CCMA/Labour Court cases, union agreements, key talent retention risk, culture compatibility. Critical for accurate M&A valuation.

Question 86 of 150

What is the concept of span of control?

Explanation: Span of control: wide span: flat org, autonomous employees, lower cost. Narrow span: tall org, close supervision, higher cost. Optimum: depends on task complexity, employee experience, management capability.

Question 87 of 150

What is delayering in organisational design?

Explanation: Delayering: removes middle management layers. Supports: agile working, empowerment, cost reduction. Risks: wider spans of control, coordination challenges, career progression limitations. SA: common in restructuring.

Question 88 of 150

What is the role of HR in change management?

Explanation: HR in change: Kotter 8-step model. HR role: assess people impact, develop communication plan, manage resistance, support managers, monitor wellbeing, update policies and structures. Change management = people management.

Question 89 of 150

What is redeployment as an alternative to retrenchment?

Explanation: Redeployment: employer must genuinely consider all alternatives to retrenchment (LRA Section 189(2)). Options: reduce hours, job sharing, wage freeze, redeployment, retraining. If not considered: procedurally unfair.

Question 90 of 150

What is a bargaining council?

Explanation: Bargaining council: Steel (MEIBC), Construction (BIBC), Clothing (NBCEI). Main agreement: binding on all in sector. Exemptions possible. Bargaining council disputes: conciliated/arbitrated by BC.

Question 91 of 150

What is remuneration structuring?

Explanation: Remuneration structuring: cost-to-company (CTC) vs cash plus benefits. SARS: fringe benefits taxed. Flexible remuneration: employee allocates between cash and benefits (within SARS rules). Tax-efficient structuring.

Question 92 of 150

What is organisational development (OD)?

Explanation: OD: action research cycle: diagnose → intervene → evaluate → repeat. Interventions: team building, process consultation, survey feedback, culture change, leadership development. Long-term, systemic change.

Question 93 of 150

What is the concept of industrial psychology?

Explanation: Industrial/organisational (I/O) psychology: assessment centres, psychometric testing, job design, leadership development. SA: registered with HPCSA. Clinical: illness. I/O: performance and wellbeing at work.

Question 94 of 150

What is a psychometric test in recruitment?

Explanation: Psychometric tests: ability (numerical, verbal, abstract reasoning), personality (Big Five: OCEAN), situational judgment (SJT), emotional intelligence (EI). Must be: reliable, valid, fair, standardised.

Question 95 of 150

What is assessment centre methodology?

Explanation: Assessment centre (AC): multiple exercises + multiple assessors + multiple competencies = higher predictive validity than interviews alone. Used for: senior selection, HiPo identification, development planning.

Question 96 of 150

What is the concept of talent identification?

Explanation: Talent identification: 9-box grid (performance × potential). HiPo: high performance + high potential. Fast-track development programmes, stretch assignments, executive sponsorship.

Question 97 of 150

What is an employment agency?

Explanation: Employment agency: recruitment agency = finds permanent candidates (employer pays fee). Labour broker (TES — Temporary Employment Services): supplies temporary workers. LRA s198: if > 3 months, may be deemed employee of client.

Question 98 of 150

What is knowledge management?

Explanation: Knowledge management: tacit knowledge (experience, judgment — hard to transfer) vs explicit (documented). Communities of practice, knowledge bases, lessons learned. Critical for succession and retrenchment resilience.

Question 99 of 150

What is HR compliance?

Explanation: HR compliance: SA: LRA, BCEA, EEA, OHSA, POPIA (data protection), Immigration Act, SDL, UIF. Regular audits, policy updates, management training. Non-compliance: labour court, DoL penalties.

Question 100 of 150

What is the POPIA and its HR implications?

Explanation: POPIA (No 4 of 2013): employees' personal data must be: collected lawfully, adequate, accurate, secure, not transferred without consent. HR: employment records, health data, performance data. Information Officer required.

Question 101 of 150

What is benchmarking in HR management?

Explanation: HR benchmarking: time-to-hire, cost-per-hire, turnover rate, absenteeism rate, training hours per employee, engagement scores. Compare to: industry surveys (Deloitte, Mercer), competitors, best-in-class organisations.

Question 102 of 150

What is an HR audit?

Explanation: HR audit: review employment contracts, policies, disciplinary records, equity compliance, WSP submission, payroll records. Identifies risks and gaps. Internal (HR team) or external (consultant). Recommended annually.

Question 103 of 150

What is the concept of a total rewards strategy?

Explanation: Total rewards (WorldatWork): compensation, benefits, wellbeing, recognition, development, culture. Moving from 'pay and rations' to broader engagement. Tailored to different employee segments.

Question 104 of 150

What is emotional intelligence (EI) in the workplace?

Explanation: EI (Goleman): self-awareness, self-regulation, motivation, empathy, social skills. Higher EI leaders: better team performance, lower turnover, higher engagement. EI can be developed (unlike IQ which is relatively fixed).

Question 105 of 150

What is the concept of an HR business partner?

Explanation: HR business partner (Ulrich model): strategic role. HRBP + Centres of Excellence (LD, Reward, Talent) + Shared Services (transactional HR). HRBP: fewer admin tasks, more business impact.

Question 106 of 150

What is internal mobility?

Explanation: Internal mobility: lateral moves (same level, different department), promotions (upward), rotations (temporary), project assignments. Benefits: retention, development, institutional knowledge retention. HRIS supports tracking.

Question 107 of 150

What is the concept of constructive dismissal?

Explanation: Constructive dismissal: employee must prove: employer conduct made work intolerable, employee had no option but to resign. Examples: demotion without cause, harassment, breach of contract. Refer to CCMA within 30 days of resignation.

Question 108 of 150

What is the Deferred Compensation Act implications for HR?

Explanation: Deferred compensation: company contributes to retirement fund. Employee defers salary (within SARS limits). Tax advantage: taxed on withdrawal (typically lower tax bracket in retirement). Pension Funds Act governs.

Question 109 of 150

What is the four stages of team development (Tuckman)?

Explanation: Tuckman (1965): Forming → Storming → Norming → Performing (→ Adjourning added 1977). Manager role shifts: directive (forming) → coaching (storming) → supporting (norming) → delegating (performing).

Question 110 of 150

What is the Situational Leadership model?

Explanation: Situational Leadership: S1 (Directing) for D1 (low competence, high commitment). S2 (Coaching) for D2. S3 (Supporting) for D3 (competent, low commitment). S4 (Delegating) for D4 (fully capable and committed).

Question 111 of 150

What is organisational citizenship behaviour (OCB)?

Explanation: OCB: altruism, civic virtue, conscientiousness, courtesy, sportsmanship. Linked to: engagement, job satisfaction, leader-member exchange. Cannot be required but can be encouraged through culture and management.

Question 112 of 150

What is the concept of job satisfaction?

Explanation: Job satisfaction: measured by JSS, JDS, Minnesota Questionnaire. Not same as engagement (satisfaction = content, engagement = committed and energised). Dissatisfied employees: higher absenteeism, turnover, lower performance.

Question 113 of 150

What is the HR role in diversity training?

Explanation: Diversity training: awareness → knowledge → skills → behaviour change. Must address: unconscious bias, microaggressions, inclusive communication. Ineffective if standalone — must be part of systemic D&I approach.

Question 114 of 150

What is the concept of line management responsibility for HR?

Explanation: Devolving HR to line: performance conversations, recognition, basic coaching, absence management, team engagement. HR enables: tools, training, policy, guidance. Effectiveness depends on line manager capability.

Question 115 of 150

What is the fair selection criteria in retrenchments?

Explanation: Section 189 LRA: selection criteria agreed with union/employees. Common criteria: LIFO (seniority), essential skills, performance record. Cannot select on EEA-prohibited grounds. Criteria must be consistent and transparent.

Question 116 of 150

What is the concept of an employment contract?

Explanation: Employment contract: letter of appointment + BCEA Section 29 (written particulars within 4 weeks). Cannot contract below BCEA minimums. Includes: duties, pay, hours, leave, notice. Fixed-term must specify duration/project.

Question 117 of 150

What is the difference between a coaching and mentoring?

Explanation: Coaching: GROW model (Goal, Reality, Options, Will). Performance coaching (reactive) or developmental coaching. Mentoring: informal knowledge transfer, career guidance, network building. Both valuable development tools.

Question 118 of 150

What is a HR dashboard?

Explanation: HR dashboard: key metrics: headcount by department, vacancies, turnover rate, time-to-hire, absenteeism, training hours, engagement score. Tools: Power BI, Tableau, HRIS built-in. Enables: data-driven HR management.

Question 119 of 150

What is the concept of unconscious bias?

Explanation: Unconscious bias: affinity bias (prefer similar), confirmation bias, halo/horn effect, attribution bias. Structured interviews, blind CVs, diverse panels reduce impact. Training raises awareness but structural changes more effective.

Question 120 of 150

What is the concept of reward for performance?

Explanation: Performance-related pay: short-term (annual bonus), long-term (share options, LTIs). Motivates if: clear link between performance and reward, metrics are fair and measurable, reward is meaningful. Risk: gaming, unhealthy competition.

Question 121 of 150

What is the concept of critical roles?

Explanation: Critical roles: identify by: impact on strategy, difficulty to replace, limited talent pool. Focus retention efforts and succession planning on these roles. Not all senior roles are critical; some lower-level roles are.

Question 122 of 150

What is the concept of employer obligations during COVID-19 or health emergencies?

Explanation: COVID-19 (and future health emergencies): OHSA: duty to provide safe workplace. Compensation for Occupational Diseases Act (COIDA): COVID as occupational disease. Reasonable accommodation: medically vulnerable employees.

Question 123 of 150

What is the concept of pay transparency?

Explanation: Pay transparency: trend in progressive organisations and some jurisdictions. Benefits: reduces pay discrimination, builds trust. Risks: conflicts if historical inequities revealed. SA EEA: pay differentials must be justifiable.

Question 124 of 150

What is the concept of employer of choice?

Explanation: Employer of choice: awards (Top Employers Institute, Great Place to Work). Based on: culture, leadership, development, wellbeing, pay equity, diversity. Best employers: lower recruitment costs, higher retention.

Question 125 of 150

What is job rotation?

Explanation: Job rotation: development benefit (cross-functional skills), resilience benefit (backup capability), engagement benefit (variety). Risk: disruption to team performance. Common in graduate programmes.

Question 126 of 150

What is coaching vs mentoring vs counselling?

Explanation: Coaching: GROW model, future-focused, skill development. Mentoring: older/senior, career guidance, networking. Counselling: emotional/psychological problems, EAP, professional qualification. Different providers, purposes.

Question 127 of 150

What is the concept of human error and its HR implications?

Explanation: Human error: James Reason 'Swiss cheese model'. HR: investigate root cause (system? training? supervision?). Punitive culture → underreporting → accidents. Safety culture: encourage reporting, learn from errors.

Question 128 of 150

What is an annual performance review vs continuous feedback?

Explanation: Annual review: comprehensive, formal, can feel like a 'gotcha'. Continuous: more timely, less anxiety, better development. Trend: replace annual with regular check-ins + annual summary (Microsoft, Deloitte, Accenture).

Question 129 of 150

What is the concept of fair labour practice?

Explanation: Fair labour practice: Constitution Section 23. LRA gives substance to tour right. CCMA and Labour Court adjudicate. Includes: unfair dismissal, unfair labour practices (promotion, demotion, training, benefits).

Question 130 of 150

What is an unfair labour practice?

Explanation: Unfair labour practice (ULP): Section 186(2) LRA. Not same as unfair dismissal. Relates to: probation, benefits, training, promotion/demotion. Refer to CCMA within 90 days. Remedy: reinstatement, compensation.

Question 131 of 150

What is the concept of employment discrimination?

Explanation: SA EEA Section 6: prohibited grounds of discrimination. Direct: explicitly treat differently. Indirect: policy that disproportionately disadvantages group. Employer must prove: fair and rational justification.

Question 132 of 150

What is the concept of reasonable accommodation?

Explanation: Reasonable accommodation (EEA): employer must reasonably accommodate disability, religion, etc. unless it causes unjustifiable hardship (cost, disruption). Failure: indirect discrimination. COIDA: workplace injuries.

Question 133 of 150

What is the concept of vicarious liability in employment?

Explanation: Vicarious liability: employer potentially liable for harassment, assault, negligence by employee during work. HR defence: proper policies, training, prompt action when reported. Failure to act on complaints: liability.

Question 134 of 150

What is the difference between a fixed-term employee and a casual employee?

Explanation: LRA Amendment (2014): >3 months fixed-term in permanent work = deemed permanent. Casual workers: irregular employment — if regularly employed → may be deemed employees. Benefits: pro-rata leave, UIF.

Question 135 of 150

What is the concept of a protected strike?

Explanation: Protected strike: LRA Section 64. Requirements: prior conciliation or 48-hour certificate. Give notice (48hrs to private, 7 days to essential services). Employees may not be dismissed for participating. Employer may lock out.

Question 136 of 150

What is an organisation's obligation around HIV/AIDS in the workplace?

Explanation: HIV/AIDS: EEA prohibits discrimination on basis of HIV status. Code of Good Practice (LRA): no mandatory testing. Confidentiality of test results. Reasonable accommodation for AIDS-related illness. Wellness programmes.

Question 137 of 150

What is the UIF (Unemployment Insurance Fund)?

Explanation: UIF: 2% of remuneration (1% employer + 1% employee). Benefits: unemployment, illness, maternity, adoption, dependant benefits. Maximum 8 months. Administered by DoL.

Question 138 of 150

What is the concept of labour productivity in HR?

Explanation: Labour productivity: HR contributes through: effective recruitment (right people), L&D (skills), performance management (aligned effort), wellbeing (energy), remuneration (motivation), culture (discretionary effort).

Question 139 of 150

What is a merit increase?

Explanation: Merit increase: differentiated pay increase based on performance rating. Typical: pool of 5-8% of payroll. High performers: 8-10%. Average: 3-5%. Below expectations: 0%. Reinforces performance culture.

Question 140 of 150

What is a cost of living adjustment (COLA)?

Explanation: COLA: CPI-linked increase maintaining real purchasing power. Collective agreements often specify COLA. SA: high inflation = high COLA expectations. Different from merit increases (based on performance).

Question 141 of 150

What is the concept of employer insolvency and employees?

Explanation: Insolvency: Insolvency Act and LRA: employees are preferential creditors for unpaid wages. Business rescue: may continue employment. Liquidation: employment terminates. CCMA: disputes about dismissals during insolvency.

Question 142 of 150

What is the purpose of job grading?

Explanation: Job grading: implement job evaluation results. Jobs of similar value → same grade. Grade has pay range (band). Progression: within grade (performance) or to next grade (promotion/reclassification).

Question 143 of 150

What is the role of HR in business strategy?

Explanation: Ulrich (1997): HR as strategic business partner, change agent, administrative expert, employee champion. Strategic HR: enables strategy execution through people. Seat at the table: HR in Exco.

Question 144 of 150

What is a human resource audit?

Explanation: HR audit: scope: compliance (LRA, BCEA, EEA, POPIA), documentation (contracts, records), policy review, process effectiveness, cost analysis. Annual or triggered by risk events (CCMA claims, DoL inspection).

Question 145 of 150

What is the concept of a non-compete agreement?

Explanation: Restraint of trade: must protect legitimate business interest. Reasonable time (6-24 months), geographic area, scope. Courts balance employer's interest vs employee's right to work. Not automatically enforceable.

Question 146 of 150

What is secondment?

Explanation: Secondment: employee remains employed by home organisation, works temporarily elsewhere. Benefits: development, interorganisational learning, relationships. Agreement: original employer, employee, host organisation.

Question 147 of 150

What is the concept of just cause for dismissal?

Explanation: Just cause: SA LRA: valid reason required. Misconduct (Section 188): employee's own conduct. Incapacity: ill health or poor performance. Operational requirements: economic/technological/structural reasons.

Question 148 of 150

What is the concept of the duty of good faith in employment?

Explanation: Good faith: employee: work diligently, be honest, not undermine employer. Employer: treat fairly, not mislead, honour commitments. Breach: grounds for disciplinary action or constructive dismissal claim.

Question 149 of 150

What is the difference between full-time and part-time employment?

Explanation: Part-time (BCEA): same rights as full-time on pro-rata basis. Minimum wage, leave entitlements apply. No casual exception for regular part-time workers. LRA applies equally.

Question 150 of 150

What is the concept of employee voice?

Explanation: Employee voice: improves decisions, builds engagement, reduces conflict. Mechanisms: trade unions, workplace forums (LRA), employee surveys, suggestion schemes, skip-level meetings, Glassdoor. HR's role: design and act on voice mechanisms.

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