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HR ⋆
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HRM2601: Human Resource Provisioning
OCT/NOV Examination 2026 Revision Pack
Covers Past Papers: 2023 to 2025
⋆ ⋄ ⋆ ⋄ ⋆ ⋄ ⋆ ⋄ ⋆
Human Resource Management — Economic & Management Sciences
Exam Revision Guide
HRM2601
Module Code:
Human Resource Provisioning
Module Name:
Oct/Nov 2023 | Oct/Nov 2024 | Oct/Nov 2025
Papers Covered:
OCT/NOV 2026 Examination
Prepared For:
2 Hours
Duration:
70 Marks (typical)
Total Marks:
Section A: MCQ (20 marks); Section B: Essays
Exam Format:
(50 marks)
Revise with understanding, not memorisation. This guide covers every
major topic tested across three years of Oct/Nov examinations.
Exam Revision Notes | HRM2601 | 2023–2025
,HRM2601 | Exam Revision Guide Human Resource Provisioning
How This Guide Is Organised
Key Concept
HRM2601 examinations follow a consistent two-section format. Section A carries 20
marks and tests multiple-choice questions drawn from all seven workbooks. Section B
carries 50 marks and contains scenario-based essay questions requiring application of
theory. This revision pack is organised into thematic question-and-answer blocks that
mirror real exam questions from October/November 2023, 2024, and 2025.
The seven workbook themes most tested in the Oct/Nov window are:
1. Foundation of HRM and the HR environment (Workbook 01)
2. Human Resources and Technology – HRIS (Workbook 02)
3. Human Resource Planning (Workbook 03)
4. Job Analysis and Job Design (Workbook 04)
5. Recruitment (Workbook 05)
6. Selection (Workbook 06)
7. Orientation and Internal Staffing (Workbook 07)
Page 2 of 28 [UNISA]
,HRM2601 | Exam Revision Guide Human Resource Provisioning
Section A — Multiple Choice Questions [20 marks]
(1) [1 mark]
Question: The composite of databases, computer applications, hardware, and software
necessary to collect, record, store, manage, deliver, present, and manipulate data for hu-
man resources is known as a(n):
1. Employee information system
2. Human resource information system (HRIS)
3. Management information system
4. Organisational database
Answer: Option 2 — Human resource information system (HRIS).
An HRIS is specifically the integrated software, hardware, and database infrastructure used to
capture, store, process, and report HR-related data. Option 1 is too narrow; options 3 and 4
are related but broader/incorrect terms.
(2) [1 mark]
Question: Tembikile, the HR manager at AlotForLess, received a request from the mar-
keting manager to investigate the extraordinarily high number of employee grievances
in his department. Which type of research must Tembikile conduct and which research
instrument must she use?
1. HR research; job satisfaction survey
2. HR research; specific-use questionnaire
3. Applied research; historical study
4. Basic research; wage surveys
Answer: Option 1 — HR research; job satisfaction survey.
The grievance investigation focuses on employee attitudes and satisfaction within a specific
department. A job satisfaction survey is the correct instrument for this type of applied HR
research problem.
Page 3 of 28 [UNISA]
,HRM2601 | Exam Revision Guide Human Resource Provisioning
(3) [1 mark]
Question: Light Buzz is busy with HR forecasting and discovers a surplus in forecasted
supply relative to demand. Which of the following can balance demand and supply?
1. Recall employees
2. Offer employees early retirement
3. Reduce employee turnover
4. Outsource work
Answer: Option 2 — Offer employees early retirement.
When supply exceeds demand (surplus), the organisation needs to reduce its workforce. Early
retirement is a voluntary, non-disruptive downsizing strategy. Recalling employees and reduc-
ing turnover would increase supply further; outsourcing is a demand-side strategy.
(4) [1 mark]
Question: Megan is a paralegal who applied for an attorney position but was rejected
because she is female. This problem is known as the:
1. Glass ceiling approach
2. Identity crisis
3. Technique trap
4. Peter principle
Answer: Option 1 — Glass ceiling approach.
The glass ceiling refers to the invisible barrier that prevents women and minority groups from
advancing to senior positions, regardless of qualifications. The Peter principle relates to pro-
motion to incompetence, not gender-based exclusion.
Page 4 of 28 [UNISA]
,HRM2601 | Exam Revision Guide Human Resource Provisioning
(5) [1 mark]
Question: Daniel is an IT programmer in the HR department at PetSmart SA. He de-
velops and improves the set of programmes used to operate an HRIS. Which component of
the HRIS is Daniel working on?
1. Database
2. Software
3. Hardware
4. Interface
Answer: Option 2 — Software.
Software is the set of programmes and applications that process and manage data within the
HRIS. Hardware is the physical equipment; the database stores data; an interface is the user-
facing layer.
(6) [1 mark]
Question: Which of the following is NOT an internal source of recruitment?
1. Promotions from within
2. Employee referrals
3. Transfers
4. Employment agencies
Answer: Option 4 — Employment agencies.
Employment agencies are an external source of recruitment. Promotions, transfers, and refer-
rals from current employees all draw from the internal labour market.
(7) [1 mark]
Question: The process by which management systematically investigates the tasks, du-
ties, and responsibilities of the jobs within an organisation is called:
1. Job design
2. Job specification
Page 5 of 28 [UNISA]
, HRM2601 | Exam Revision Guide Human Resource Provisioning
3. Job analysis
4. Job description
Answer: Option 3 — Job analysis.
Job analysis is the systematic process of gathering and analysing information about job con-
tent. Job design refers to structuring tasks; a job description is the output document; a job
specification describes required qualifications.
(8) [1 mark]
Question: Tara Kruger was told during her interview that she would be promoted after 6
months. This promise of internal movement relates to which HR process?
1. External recruitment
2. Internal staffing
3. Orientation
4. Job rotation
Answer: Option 2 — Internal staffing.
Internal staffing involves moving existing employees to different positions within the organisa-
tion, including promotions. The promise of a promotion after a performance period is a classic
internal staffing mechanism.
(9) [1 mark]
Question: Which of the following best describes a job description?
1. A list of qualifications needed to perform a job
2. A summary of the tasks, duties, responsibilities, and working conditions of a job
3. A forecast of the number of employees needed
4. A database of employee personal information
Answer: Option 2 — A summary of the tasks, duties, responsibilities, and work-
ing conditions of a job.
A job description documents what the job entails. Option 1 describes a job specification; op-
tion 3 is HR forecasting; option 4 describes an HRIS employee database.
Page 6 of 28 [UNISA]
HR ⋆
]]
HRM2601: Human Resource Provisioning
OCT/NOV Examination 2026 Revision Pack
Covers Past Papers: 2023 to 2025
⋆ ⋄ ⋆ ⋄ ⋆ ⋄ ⋆ ⋄ ⋆
Human Resource Management — Economic & Management Sciences
Exam Revision Guide
HRM2601
Module Code:
Human Resource Provisioning
Module Name:
Oct/Nov 2023 | Oct/Nov 2024 | Oct/Nov 2025
Papers Covered:
OCT/NOV 2026 Examination
Prepared For:
2 Hours
Duration:
70 Marks (typical)
Total Marks:
Section A: MCQ (20 marks); Section B: Essays
Exam Format:
(50 marks)
Revise with understanding, not memorisation. This guide covers every
major topic tested across three years of Oct/Nov examinations.
Exam Revision Notes | HRM2601 | 2023–2025
,HRM2601 | Exam Revision Guide Human Resource Provisioning
How This Guide Is Organised
Key Concept
HRM2601 examinations follow a consistent two-section format. Section A carries 20
marks and tests multiple-choice questions drawn from all seven workbooks. Section B
carries 50 marks and contains scenario-based essay questions requiring application of
theory. This revision pack is organised into thematic question-and-answer blocks that
mirror real exam questions from October/November 2023, 2024, and 2025.
The seven workbook themes most tested in the Oct/Nov window are:
1. Foundation of HRM and the HR environment (Workbook 01)
2. Human Resources and Technology – HRIS (Workbook 02)
3. Human Resource Planning (Workbook 03)
4. Job Analysis and Job Design (Workbook 04)
5. Recruitment (Workbook 05)
6. Selection (Workbook 06)
7. Orientation and Internal Staffing (Workbook 07)
Page 2 of 28 [UNISA]
,HRM2601 | Exam Revision Guide Human Resource Provisioning
Section A — Multiple Choice Questions [20 marks]
(1) [1 mark]
Question: The composite of databases, computer applications, hardware, and software
necessary to collect, record, store, manage, deliver, present, and manipulate data for hu-
man resources is known as a(n):
1. Employee information system
2. Human resource information system (HRIS)
3. Management information system
4. Organisational database
Answer: Option 2 — Human resource information system (HRIS).
An HRIS is specifically the integrated software, hardware, and database infrastructure used to
capture, store, process, and report HR-related data. Option 1 is too narrow; options 3 and 4
are related but broader/incorrect terms.
(2) [1 mark]
Question: Tembikile, the HR manager at AlotForLess, received a request from the mar-
keting manager to investigate the extraordinarily high number of employee grievances
in his department. Which type of research must Tembikile conduct and which research
instrument must she use?
1. HR research; job satisfaction survey
2. HR research; specific-use questionnaire
3. Applied research; historical study
4. Basic research; wage surveys
Answer: Option 1 — HR research; job satisfaction survey.
The grievance investigation focuses on employee attitudes and satisfaction within a specific
department. A job satisfaction survey is the correct instrument for this type of applied HR
research problem.
Page 3 of 28 [UNISA]
,HRM2601 | Exam Revision Guide Human Resource Provisioning
(3) [1 mark]
Question: Light Buzz is busy with HR forecasting and discovers a surplus in forecasted
supply relative to demand. Which of the following can balance demand and supply?
1. Recall employees
2. Offer employees early retirement
3. Reduce employee turnover
4. Outsource work
Answer: Option 2 — Offer employees early retirement.
When supply exceeds demand (surplus), the organisation needs to reduce its workforce. Early
retirement is a voluntary, non-disruptive downsizing strategy. Recalling employees and reduc-
ing turnover would increase supply further; outsourcing is a demand-side strategy.
(4) [1 mark]
Question: Megan is a paralegal who applied for an attorney position but was rejected
because she is female. This problem is known as the:
1. Glass ceiling approach
2. Identity crisis
3. Technique trap
4. Peter principle
Answer: Option 1 — Glass ceiling approach.
The glass ceiling refers to the invisible barrier that prevents women and minority groups from
advancing to senior positions, regardless of qualifications. The Peter principle relates to pro-
motion to incompetence, not gender-based exclusion.
Page 4 of 28 [UNISA]
,HRM2601 | Exam Revision Guide Human Resource Provisioning
(5) [1 mark]
Question: Daniel is an IT programmer in the HR department at PetSmart SA. He de-
velops and improves the set of programmes used to operate an HRIS. Which component of
the HRIS is Daniel working on?
1. Database
2. Software
3. Hardware
4. Interface
Answer: Option 2 — Software.
Software is the set of programmes and applications that process and manage data within the
HRIS. Hardware is the physical equipment; the database stores data; an interface is the user-
facing layer.
(6) [1 mark]
Question: Which of the following is NOT an internal source of recruitment?
1. Promotions from within
2. Employee referrals
3. Transfers
4. Employment agencies
Answer: Option 4 — Employment agencies.
Employment agencies are an external source of recruitment. Promotions, transfers, and refer-
rals from current employees all draw from the internal labour market.
(7) [1 mark]
Question: The process by which management systematically investigates the tasks, du-
ties, and responsibilities of the jobs within an organisation is called:
1. Job design
2. Job specification
Page 5 of 28 [UNISA]
, HRM2601 | Exam Revision Guide Human Resource Provisioning
3. Job analysis
4. Job description
Answer: Option 3 — Job analysis.
Job analysis is the systematic process of gathering and analysing information about job con-
tent. Job design refers to structuring tasks; a job description is the output document; a job
specification describes required qualifications.
(8) [1 mark]
Question: Tara Kruger was told during her interview that she would be promoted after 6
months. This promise of internal movement relates to which HR process?
1. External recruitment
2. Internal staffing
3. Orientation
4. Job rotation
Answer: Option 2 — Internal staffing.
Internal staffing involves moving existing employees to different positions within the organisa-
tion, including promotions. The promise of a promotion after a performance period is a classic
internal staffing mechanism.
(9) [1 mark]
Question: Which of the following best describes a job description?
1. A list of qualifications needed to perform a job
2. A summary of the tasks, duties, responsibilities, and working conditions of a job
3. A forecast of the number of employees needed
4. A database of employee personal information
Answer: Option 2 — A summary of the tasks, duties, responsibilities, and work-
ing conditions of a job.
A job description documents what the job entails. Option 1 describes a job specification; op-
tion 3 is HR forecasting; option 4 describes an HRIS employee database.
Page 6 of 28 [UNISA]
