HRM3705 Assignment 1 QUIZ (COMPLETE ANSWERS) Semester 1 2026 - DUE 7 April 2026

HRM3705 Assignment 1 QUIZ (COMPLETE ANSWERS) Semester 1 2026 - DUE 7 April 2026; 100% TRUSTED Complete, trusted solutions and explanations. For assistance, Whats-App 0.8.1..2.7.8..3.3.7.2... The purpose of the National Minimum Wage Act 9 of 2019 (NMWA) is to: a Support economic policy b Increase outsourcing c Increase cost of living d Reduce wage inequality The correct option is: Select one: Support economic policy and increase outsourcing Support economic policy and reduce wage inequality Increase cost of living and reduce wage inequality Increase outsourcing and increase cost of living Clear my choice Time left 0:44:17 HRM3705-25-S1  Welcome Message  Assessment 1 Question 2 Not yet answered Marked out of 1.00 QUIZ The end products of job analysis are a ___________ and a ______________. Select one: job specification; job hierarchy job hierarchy; job description job evaluation; job specification job description; job specification Clear my choice Time left 0:43:29 HRM3705-25-S1  Welcome Message  Assessment 1 Question 3 Not yet answered Marked out of 1.00 QUIZ The question is based on the following case study: Makobe Manufacturing is a large company that was founded in 1945 by Sello Makobe. Makobe is located in PortElizabeth and employs 1 500 people, ranging from cleaners to the corporate executive team. Makobe produces plasticbottles and containers, which it sells on to other businesses. Mashaba Makobe replaced his father as chief executiveofficer (CEO) five years ago. Sello Makobe, an entrepreneur with a high school education, was a traditional manager who followed a hands-onapproach in every phase of the operation. Sello took pride in Makobe Manufacturing’s reputation for fair pay andsatisfied employees. Sello was involved in all aspects of the remuneration plan and had the final word on pay rates for allemployees. He based pay on experience, potential and how much each employee needed to support their family. As aresult, Makobe Manufacturing had low absenteeism and staff turnover. After Sello Makobe retired, Mashaba took over. Several economic factors have started to challenge the company founder’s approach to remuneration. Several newcompetitors have entered the marketplace. They pay lower wages than Makobe, so they are more profitable. Keybusiness has been lost because Makobe charges more for its products to maintain its above-average pay strategy. At thesame time, staff turnover has increased because employees at Makobe believe they are not paid fairly. Rebotile Mahlare, the HR manager, makes a point of raising this at a staff meeting and indicates to Mashaba that"Makobe is paying the highest wages in the industry, but we are steadily losing employees because they do not think theyare being paid fairly and because there are too many exceptions to the pay policy." Rebotile believes that the whole paystructure, remuneration policy and job evaluation system need to be re-evaluated. Adapted from: Ivancevich, J.M. 2003. Human resource management. 9th edition. Asia: McGraw Hill Education, p. 297. Question: Which negative consequence is Makobe Manufacturing experiencing due to a lack of internal alignment? Select one: Fair pay Satisfied employees Low absenteeism Staff turnover Clear my choice Time left 0:42:44 HRM3705-25-S1  Welcome Message  Assessment 1 Question 4 Not yet answered Marked out of 1.00 QUIZ Match the following remuneration components in column A with their corresponding examples in column B: The correct answer is Select one: I – C; II – B; III – D; IV – A I – C; II – D; III – A; IV – B I – D; II – B; III – A; IV – C I – B; II – A; III – C; IV – D Clear my choice Time left 0:41:23 HRM3705-25-S1  Welcome Message  Assessment 1 Question 5 Not yet answered Marked out of 1.00 QUIZ In the context of employee remuneration, how does job evaluation contribute to achieving pay equity? Select one: By analysing employee performance metrics. By assessing market demand for job roles. By setting specific salary levels for each job role. By establishing a fair and consistent basis for pay differentiation. Clear my choice Time left 0:40:47 HRM3705-25-S1  Welcome Message  Assessment 1 Question 6 Not yet answered Marked out of 1.00 QUIZ Internal alignment is achieved through ___________ and ______________. Select one: job analysis and consolidation job analysis and job evaluation remuneration surveys and strategic evaluation pay-for-performance and job evaluation Clear my choice Time left 0:40:08 HRM3705-25-S1  Welcome Message  Assessment 1 Question 7 Not yet answered Marked out of 1.00 QUIZ In your organisation, the Organisational Development (OD) specialist conducted a job evaluation to assess the relativeimportance of roles within the finance department. After careful analysis, the specialist ranked the positions of financialclerk, financial officer, accountant, and chartered accountant in the following order: financial clerk, financial officer,accountant, chartered accountant. Based on this scenario, which job evaluation method is most likely to have been used bythe OD specialist? Select one: Point method Factor comparison Classification Ranking Clear my choice Time left 0:39:33 HRM3705-26-S1  Welcome Message  Assessment 1 Question 8 Not yet answered Marked out of 1.00 QUIZ ______________ is defined as a situation where employees or groups are treated differently in terms of, for example, pay andbenefits. It is also considered a market failure, as it reduces the supply of labour in a given occupation and drives up the payof elite workers. Select one: Discrimination Macroeconomics Pay differentials Gender wage gap Clear my choice Time left 0:38:57 HRM3705-25-S1  Welcome Message  Assessment 1 Question 9 Not yet answered Marked out of 1.00 QUIZ From time to time, Siphiwe needs to work on a Sunday. His colleague tells him that a worker who normally works on aSunday must be paid 1,5 times the normal wage. Which Act supports this statement? Select one: Basic Conditions of Employment Act 75 of 1997 (BCEA) Skills Development Act 97 of 1998 (SDA) Employment Equity Act 55 of 1998 (EEA) Labour Relations Act 66 of 1995 (LRA) Clear my choice Time left 0:38:19 HRM3705-25-S1  Welcome Message  Assessment 1 Question 10 Not yet answered Marked out of 1.00 QUIZ _____________ is/are defined as the financial and non-financial extrinsic rewards provided by an employer for the time, skillsand effort made available by the employee in fulfilling job requirements aimed at achieving organisational objectives. Select one: Remuneration Discretionary benefits Direct remuneration Indirect remuneration Clear my choice Time left 0:37:29 HRM3705-25-S1  Welcome Message  Assessment 1 Question 11 Not yet answered Marked out of 1.00 QUIZ According to the Basic Conditions of Employment Act (75 of 1997) how many months of maternity leave are employeesentitled to? Select one: Six months Three months Nine months Four months Clear my choice Time left 0:36:31 HRM3705-25-S1  Welcome Message  Assessment 1 Question 12 Not yet answered Marked out of 1.00 QUIZ Magic Clothing is a well-established retail shop that employs a single full-time staff member. This employee, who hasbeen with the company for 6 months, earns R40 per hour. Recently, local economic conditions shifted dramatically whena nearby factory closed, increasing unemployment. As a result, competing shops in the area have been able to hireequally reliable workers at a lower rate of R35 per hour for similar roles. Despite these external market pressures, theowner of Magic Clothing has decided to maintain the current wage of R40 per hour. Additional context to consider: Financial Health: Magic Clothing has experienced steady sales and maintains healthy profit margins, providing arobust financial foundation. Competitive Strategy: While other businesses are capitalising on the lower wage rates available due to increasedunemployment, the owner’s decision to sustain the higher wage reflects an internal evaluation of the company’sfinancial resources rather than a reactive market strategy. Identify the primary internal factor that influenced the remuneration decision made by the owner of Magic Clothing. Select one: Business strategy People Business strategy Ability to pay Clear my choice Time left 0:35:34 HRM3705-25-S1  Welcome Message  Assessment 1 Question 13 Not yet answered Marked out of 1.00 QUIZ Read the scenario below and answer the question. Tse Monate Food Store, located in Mamelodi Mall, employs one security officer, Tshepo, who works as a doorkeeper.Tshepo earns R200 per day. However, he discovers that other doorkeepers in the mall earn more than he does. Despitefeeling underpaid, he does not voice his concerns, fearing job loss due to high unemployment among security officers.Instead, he hopes his employer will eventually adjust his salary. Which external market positioning strategy is Tse Monate Food Store applying, and to which organisational strategy can thisbe linked? Select one: Market lag strategy, linked to the defender/cost-cutter strategy Market lead strategy, linked to a differentiation strategy Market lead strateg, linked to a growth/prospector strategy Market match strategy, linked to an analyser strategy Clear my choice Time left 0:34:29 HRM3705-26-S1  Welcome Message  Assessment 1 Question 14 Not yet answered Marked out of 1.00 QUIZ The question is based on the following scenario: David Mahlangu is the owner and managing director of Mahlangu Plastics, a manufacturing company based in PortAlfred, Eastern Cape. Although the company is in a growth phase, it is expanding faster than David expected. Thecompany currently employs two administrators and three engineers. Due to the expansion, David needs another engineerto keep up with demand. The administrator positions were easy to fill, and David could remunerate them on the samelevel as competitors. Still, it took him almost six months to find three suitable engineers willing to work in Port Alfred. Ontop of that, David had to offer engineers higher salaries because there were few of them in the Eastern Cape. Aftermonths of searching, David has finally found the perfect candidate for the engineering position. However, Thulani, who isoriginally from Gauteng, is requesting a higher salary than the other engineers, as he does not want to settle for anythingless than his current salary, and he must relocate to another province. Question: Which strategic pay positioning strategy has Mahlangu Plastics adopted? Select one: Market lag Hybrid Flexible/hybrid Market match Clear my choice Time left 0:33:29 HRM3705-26-S1  Welcome Message  Assessment 1 Question 15 Not yet answered Marked out of 1.00 QUIZ Unfair pay differences can result in numerous negative consequences for organisations. These consequences include: a Poor service delivery b Increased productivity c Employee retention d Work disengagement The correct option is: a and b a and d b and c c and d Select one: b and c c and d a and d a and b Clear my choice Time left 0:32:32 HRM3705-26-S1  Welcome Message  Assessment 1 Question 16 Not yet answered Marked out of 1.00 QUIZ An organisation has implemented a point-based job evaluation system to ensure fairness and internal equity. However,employees are resisting the system, citing its complexity and lack of clarity. As a remuneration specialist, which strategywould most effectively address employee concerns while preserving the analytical advantages of the point method? Select one: Transfer the entire job evaluation process to an external consultant. Replace the system with a simpler job ranking method. Develop and implement a targeted communication and training plan to improve employee understanding. Introduce a hybrid evaluation approach combining point and classification methods. Clear my choice Time left 0:31:47 HRM3705-26-S1  Welcome Message  Assessment 1 Question 17 Not yet answered Marked out of 1.00 QUIZ In advising a company on implementing a new job evaluation system to mitigate potential biases and inconsistencies, whichrecommendation would best address this concern? Select one: Involve multiple evaluators in the job evaluation process. Use employee performance metrics as the primary evaluation criterion. Focus solely on external market data for job evaluations. Conduct regular employee satisfaction surveys. Clear my choice Time left 0:30:56 HRM3705-26-S1  Welcome Message  Assessment 1 Question 18 Not yet answered Marked out of 1.00 QUIZ In the context of employee remuneration, how does job evaluation contribute to achieving pay equity? Select one: By analysing employee performance metrics. By establishing a fair and consistent basis for pay differentiation. By assessing market demand for job roles. By setting specific salary levels for each job role. Clear my choice Time left 0:30:08 HRM3705-26-S1  Welcome Message  Assessment 1 Question 19 Not yet answered Marked out of 1.00 QUIZ Michael has an assignment due in a few days, but has not yet started. He purchases a completed assignment online, makesminor edits, and submits it as his own work. Michael’s actions constitute academic misconduct. True False Time left 0:29:00 HRM3705-26-S1  Welcome Message  Assessment 1 Question 20 Not yet answered Marked out of 1.00 QUIZ This question is based on the following salary survey information for a general manager position: Company Annual salary A R585 000 B R505 000 C R595 000 D R550 000 E R600 000 F R575 000 The mean salary for the general manager position is....... Select one: R750 000 R1 620 550 R568 333 R1 250 000 Clear my choice Time left 0:28:11 HRM3705-26-S1  Welcome Message  Assessment 1 Question 21 Not yet answered Marked out of 1.00 QUIZ Various factors affect remuneration. The following are all external factors that influence remuneration decisions, except ________________. Select one: the labour market the economy globalisation the business strategy Clear my choice Time left 0:27:34 HRM3705-26-S1  Welcome Message  Assessment 1 Question 22 Not yet answered Marked out of 1.00 QUIZ According to Henneman (2022), unions may favour team incentives for various reasons. Which of the following accuratelyrepresents these reasons? It rewards facilitate group participation and reduces individual competition. It rewards promote a living wage. The administration thereof is easier than the administration of individual rewards. It reduce the old apartheid wage gap and support gender equality in pay. The correct option is: Select one or more: It promotes a living wage. It reduces the old apartheid wage gap and supports gender equality in pay The administration thereof is easier than the administration of individual rewards. It facilitates group participation and reduces individual competition. Time left 0:26:41 HRM3705-26-S1  Welcome Message  Assessment 1 Question 23 Not yet answered Marked out of 1.00 QUIZ ___________ refers to the difference in remuneration paid to employees. Select one: Pay differentials Inflation Pay gap Minimum wage Clear my choice Time left 0:25:48 HRM3705-26-S1  Welcome Message  Assessment 1 Question 24 Not yet answered Marked out of 1.00 QUIZ This question is based on the following scenario: Nthondo Manufacturing is a large company that was founded in 1945 by Sello Nthondo. This manufacturing company islocated in Port Elizabeth and employs 1 500 people, ranging from cleaners to the corporate executive team. Nthondoproduces plastic bottles and containers, which it sells on to other businesses. Robert Nthondo replaced his father as chiefexecutive officer (CEO) five years ago. Sello Nthondo, an entrepreneur with a high school education, was a traditional manager who followed a hands-onapproach in every phase of the operation. Sello took pride in Nthondo Manufacturing’s reputation for fair pay and satisfiedemployees. Sello was involved in all aspects of the remuneration plan and had the final word on pay rates for allemployees. He based pay on experience, potential and how much each employee needed to support their family. As aresult, Nthondo Manufacturing had low absenteeism and staff turnover. After Sello Nthondo retired, Robert took over. Several economic factors have started to challenge the company founder’s approach to remuneration. Several newcompetitors have entered the marketplace. They pay lower wages than Nthondo, so they are more profitable. Keybusiness has been lost because Nthondo charges more for its products to maintain its above-average pay strategy. At thesame time, staff turnover has increased because employees at Nthondo believe they are not paid fairly. Rebotile Mahlare, the HR manager, makes a point of raising this at a staff meeting and says, “Nthondo is paying thehighest wages in the industry, but we are steadily losing employees because they do not think they are being paid fairlyand because there are too many exceptions of the pay policy.” Rebotile believes that the whole pay structure, remuneration policy and job evaluation system need to be re-evaluated. Adapted from: Ivancevich, J.M. 2003. Human resource management. 9th edition. Asia: McGraw Hill Education, p. 297. The remuneration building block that Nthondo Manufacturing does not comply with is ... Select one: employee benefits external competitiveness employee performance internal alignment Clear my choice Time left 0:23:36 HRM3705-26-S1  Welcome Message  Assessment 1 Question 25 Not yet answered Marked out of 1.00 QUIZ The question is based on the following scenario: Organisation: Alexander Forbes Pay and benefits: Salaries are in line with the industry standard. Regular salary surveys are undertaken. Salaries arereviewed annually and are performance-related. Employees receive a 13th cheque. Adapted from: Grobler, P, Wärnich, S, Carrell, MR, Elbert, NF & Hatfield, RD. 2006. Human resource management in SouthAfrica. 2nd edition. London: Thomson Learning. Question Identify the pay strategy Alexander Forbes has adopted. Select one: Flexible/hybrid Market lead Market match Shared choice Clear my choice Time left 0:22:49 HRM3705-26-S1  Welcome Message  Assessment 1 Question 26 Not yet answered Marked out of 1.00 QUIZ A student submits an assignment file that is intentionally corrupted, with the intention of gaining additional time to completethe assessment after the submission deadline. This behaviour is best classified as: Select one: A technical error with no academic implications. Acceptable if the student resubmits promptly. Poor time management, but not a violation of rules. Academic misconduct in the form of cheating. Clear my choice Time left 0:22:00 HRM3705-26-S1  Welcome Message  Assessment 1 Question 27 Not yet answered Marked out of 1.00 QUIZ Aubrey is an engineer at Company X and earns R500 000 per annum. He has just found out that Anton, who works atCompany Y and is on the same level as Aubrey, is earning R650 000 per annum. Aubrey has approached his HR manager andcannot understand why he is being paid less, given that he and Anton do the same job and have the same qualifications andyears of experience. What remuneration practice must the HR manager conduct to address external competitiveness in the scenario? Select one: Job evaluation A remuneration survey Job analysis Compliance with legislation Clear my choice Time left 0:21:16 HRM3705-26-S1  Welcome Message  Assessment 1 Question 28 Not yet answered Marked out of 1.00 QUIZ Match the fundamental components of a remuneration policy in Column A with their corresponding explanations in ColumnB: Fundamental information abouta remuneration policy Explanation A Remuneration Philosophy 1. The balance between fixed and variableremuneration, by level of employee. B Remuneration mix 2. This supports the remuneration policy. C Remuneration principles 3. Set of beliefs that support the remunerationstrategy and oversee the remuneration policy. The correct answer is Select one: A-3; B-1; C-2 A-2; B-1; C-3 A-1; B-2; C-3 A-2, B-3; C-1 Clear my choice Time left 0:20:10 HRM3705-26-S1  Welcome Message  Assessment 1 Question 29 Not yet answered Marked out of 1.00 QUIZ As an HR manager implementing a "market match" strategy, what does this strategy entail? Select one: Setting pay based on company profitability. Increasing salaries annually based on the cost of living. Allowing employees to choose their own benefits. Matching employees' pay to competitors' pay rates. Clear my choice Time left 0:19:22 HRM3705-26-S1  Welcome Message  Assessment 1 Question 30 Not yet answered Marked out of 1.00 QUIZ A student copies a paragraph from a journal article, changes a few words, and does not provide a citation because thewording has been altered. This practice is acceptable if the wording is sufficiently different from the original source. Select one: True False Time left 0:18:20 HRM3705-26-S1  Welcome Message  Assessment 1 Question 31 Not yet answered Marked out of 1.00 QUIZ Read the following case study and, based on what you have learned, answer the question that follows. Thabazimbi Manufacturing is a large manufacturing organisation founded by John Nkosi. The organisation is in PortElizabeth and employs 200 people, ranging from cleaners to the executive team. Five years ago, Sipho Nkosi replaced hisfather as chief executive officer (CEO). John Nkosi, an entrepreneur with only a high school education, had been a traditional manager who tried to keep hishands on every phase of the business. He took pride in Thabazimbi Manufacturing’s reputation for fair pay and satisfiedemployees. John was involved in all aspects of the remuneration plan and had the final word on employee pay rates. Hebased pay on experience, potential, and how much each employee needed to support his or her family. As a result,Thabazimbi Manufacturing had low absenteeism and turnover. After Sipho took over, several factors began to challengethe business. The economy worsened, and key business was lost because Thabazimbi had to raise prices to maintain the remunerationsystem’s above-average pay strategy. At the same time, staff turnover had increased because employees at Thabazimbifelt they were not being fairly remunerated. The remaining employees also decided to join a trade union, as they werebecoming increasingly dissatisfied with pay inequities and the lack of response from management. Sipho has tasked thehuman resources manager, Cindy Coetzee, to investigate the pay inequities. Cindy met with Sipho and informed him thatthere appeared to be pay inequities among the factory supervisors. Three female supervisors are paid somewhat lessthan any of the male supervisors. When asked why this is the case, Cindy says she thinks the female supervisors mayhave been paid at a lower rate, mainly because they were women, and that perhaps John, the former CEO, did not thinkwomen needed as much money as the male supervisors, since they had husbands who worked. Adapted from : Ivancevich, JM. 2003. Human Resource Management . 9th edition. Asia: McGraw-Hill Education, p. 297and (accessedon 12 November 2012). Question : Various types of pay discrimination exist in the remuneration environment. Identify the pay discrimination that ispresent in the case study: Select one: Disparate treatment and access discrimination Disparate impact and pay gap Valuation discrimination and disparate treatment Valuation discrimination and disparate impact Clear my choice Time left 0:17:17 HRM3705-26-S1  Welcome Message  Assessment 1 Question 32 Not yet answered Marked out of 1.00 QUIZ This question is based on the following salary survey information for a general manager position: Company Annual salary A R675 000 B R450 000 C R425 000 D R550 000 E R605 000 F R595 000 The median for the general manager position is… Select one: R725 000 R605 000 R572 500 R882 500 Clear my choice Time left 0:16:26 HRM3705-26-S1  Welcome Message  Assessment 1 Question 33 Not yet answered Marked out of 1.00 QUIZ Different terms/concepts are used within the remuneration environment. Match the remuneration concept with the correspondingdefinition/explanation (click the drop-down arrows to choose the definition/explanation). Incomeinequality The degree to which income is unevenly distributed in a group of people. Pay gap Describes the difference between people’s pay and this may be within one company or across all pay received in South Africa. Pay inequality Takes place when minorities or women are paid less than males for performing equal work. Valuationdiscrimination Focuses on the staffing and allocation decisions made by employers. It denies jobs, promotions, or training opportunities to qualified Time left 0:07:49 HRM3705-26-S1  Welcome Message  Assessment 1 Question 34 Not yet answered Marked out of 1.00 QUIZ Indicate whether the following statement is true or false: Remuneration determinations can be made in two ways. First, by establishing a minimum wage level higher than the marketrate, and second, by limiting remuneration increases to an acceptable level. Select one: True False Time left 0:06:22 HRM3705-26-S1  Welcome Message  Assessment 1 Question 35 Not yet answered Marked out of 1.00 QUIZ Considering the multifaceted nature of remuneration management, identify the two primary objectives that remunerationpractitioners must prioritise when strategising for external competitiveness Select one: internal alignment and employee motivation compliance with labour legislation and employee retention cost control, and attraction/retention compliance with labour legislation and employee motivation