Human Resource Management N5 — Memo
November 2022 — N5 — Human Resource Management
N5
2022
Nated Business
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Questions — A Preview of What to Expect in the Document
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Q1— Section header —
1.1False Boarding is initiated by the employer
1.2True
1.3True
1.4True
1.5False Individual interviews are conducted with employees holding specific jobs
1.6False Pre arrival stage
1.7True
1.8True
1.9True
1.1020
Q2— Section header —
2.1020
Q3— Section header —
3.1It is the timely and cost effective search for identification of a suitable supply of candidates from within or outside an organisation to fill a job vacancy. It is a two way process that
3.2Maintaining an adequate supply of employees with the necessary competencies to achieve the organisation's goals Matching individual competencies with organisational requirements Creating a positive image of the organisation in order to attract good
3.3An organisation's recruitment policy guides the recruitment of potential employees It must adhere to all current legislation in South Africa. The technology in an organisation, its production processes and its unique
3.4Government requirements and regulations Affirmative action Trade unions Economic conditions Technological changes Notice boards Word mouth Direct communication with employees who have previously indicated
Q4— Section header —
4.1Competency test of motor skills Aptitude tests Cognitive reasoning ability tests Interest inventories Standardised on a representative sample of the population Job specific Designed well enough that it does
4.3dentify ing barriers and taking steps to eliminate them mplement ing positive measures ting a timetable and decid ing
4.5Plan to do induction individually if possible Appoint a mentor for the new employee Introduce new employees to their work colleagues gradually Do not expect a new employee to be productive right from the start
Q5— Section header —
5.1.1Identify ing the extent to which employees are performing effectively Identify ing performance problems and improv ing the performance of employees
5.1.2Evaluation of the wrong elements The evaluator focus on the personal characteristics of an individual rather than on achievements and good job performance Too much focus on recent behaviour and performance
5.1.3Emphasising observable behaviours rather than personal traits Recording performance behaviours in a diary for each employee Using more than one evaluator Ensuring that evaluators only measure performance in their own
5.2Jobs on all levels of the organisation are compared and a relative value is coupled to a job Minimum knowledge and skill requirements as well as the responsibilities of each are identified and ranked A salary grade and scale
Q6— Section header —
6.1.1The interests, aptitudes, needs and career preferences of the employee must be taken into account The length of time an employee spends in a particular position must be determined by how fast he she is mastering the tasks
6.1.2May enhance competency in employees with potential, giving them some practical experience for the time when transfer and promotion opportunities arise Provides management trainees with opportunities to clarify their
6.1.3Job rotation requires supervisors and training staff to spend considerable time managing and training employees Employees will never form an attachment a job, a department or fellow workers Most job rotation strategies are applied to potential managers and
6.2Avoidable turnover hen employees leave because they have been offered more rewarding positions elsewhere or are dismissed because they have become so negative that they engage in unacceptable behaviour
6.3Ensure effective administrative systems Analyse absenteeism data Ensure effective supervision Ensure professional selection Maintain effective orientation and induction programmes Maintain sound reward management
Q7— Section header —
7.1.1Trainees learn by doing they learn continuously Takes place as part of a group Conducted to support organisational outputs Level of performance in an organisation with financial incentives
7.1.5lso assist them in meet ing the challenges of the organisation s often used in the process of performance appraisal and employee development upervisor and employee will jointly
7.1.7
7.2They provide for the actual or perceived personal needs of employees and for remuneration in addition to money They demonstrate that the organisation cares for the needs of its employees It must be applicable to the work situation of the employees
Topics Identified
4
Forms of OwnershipBusiness FunctionsLeadershipBusiness Plan
Mark Allocation
Sections20 + 20 + 40 + 40 + 40 + 40 + 40 = 240 marks
Paper information
TitleMemo
SubjectHuman Resource Management
LevelN5
Document typeNated Business
Year2022
MonthNovember
Pages9
Downloads7
Examination context
Decade2020s
Years ago4y
SeasonSpring (SH)
Start dayTuesday
Exam periodNovember 2022
Days since exam1,439
About Human Resource Management examination preparation
Human Resource Management covers recruitment, labour relations, training, and performance management. The examination tests both theoretical knowledge and practical scenario application.
How to use this resource for revision
A TVET past examination paper is most useful when it is treated as an active revision exercise. Try the questions yourself before checking the corresponding memorandum. Where you make an error, identify the reason — was it a knowledge gap, a calculation mistake, an interpretation issue, or an examination technique problem?
For stronger examination practice, complete the paper without unnecessary interruptions and keep track of the questions that take the most time. Afterwards, review the memorandum and separate knowledge gaps from mistakes caused by interpretation, calculation, structure, or examination technique.
labour legislation knowledge
recruitment procedures
performance management
interpreting workplace scenarios
structured written responses
A practical revision approach
Focus on labour legislation, recruitment procedures, and performance management principles. The memorandum rewards correct legal terminology and structured application to workplace scenarios.
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Pages9
Archived on8 September 2026
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