Tasync HR Quiz Less than 1% of Malaysians have ever passed this test. Q1: What is the main objective of conducting a job analysis? To develop marketing strategies To set employee salaries To assess employee performance To understand job responsibilities and requirementsQ2: Which of the following best describes “succession planning”? Setting employee schedules Preparing employees to fill key roles in the future Conducting exit interviews Recruiting temporary workersQ3: What is a key benefit of using structured interviews in recruitment? Increases candidate stress to test resilience Reduces bias and improves consistency Allows informal conversation Flexibility to change questions anytimeQ4: How often should employee performance appraisals ideally be conducted? Only when an employee requests it At time of termination Annually or bi-annually Once every 5 yearsQ5: Which law in Malaysia primarily governs wages and working conditions for employees? Trade Union Act Industrial Relations Act Employees Provident Fund Act Employment Act 1955Q6: What is the best way to handle an employee’s first formal grievance? Ignore and wait for it to pass Conduct a confidential and timely investigation Terminate employment immediately Publicize the complaint to the teamQ7: Which HR metric is most useful for measuring employee engagement? Turnover rate Number of absences Employee satisfaction survey results Recruitment costQ8: What principle ensures fairness when conducting disciplinary actions? Following consistent procedures and allowing employee response Ignoring minor infractions Punishing employees in public Taking immediate action without discussionQ9: Which recruitment source is generally the most cost-effective? Job fairs External recruitment agencies Employee referrals Online job boardsQ10: How do competency frameworks benefit an organization? Set all employee salaries Eliminate the need for training Define expected skills and behaviors for job roles Replace performance appraisalsQ11: Which of these is NOT typically included in training needs analysis? Performance gaps Business goals Employee salaries Future skills requirementsQ12: What does “at-will employment” mean (not common in Malaysia)? Employment contract must be renewed yearly Employer can only dismiss after formal warning Employee can be dismissed any time without cause Employees have guaranteed job securityQ13: Which tool can best help identify high-potential employees? Exit interviews Annual salary review 360-degree feedback and performance reviews Random selectionQ14: What is the purpose of an Employee Assistance Program (EAP)? To handle recruitment outsourcing To increase salaries To plan company events To provide support for personal or work-related problemsQ15: What is the first step in handling workplace harassment complaints? Informal inquiry to understand the complaint Immediate termination of the accused Ignore unless multiple complaints arise Public discussion of the complaintQ16: In performance management, what best describes “SMART” goals? Strategic, Measured, Attained, Result-oriented, Transparent Specific, Measurable, Achievable, Relevant, Time-bound Standard, Manageable, Adapted, Reliable, Tactical Simple, Monetary, Accepted, Realistic, TimelessQ17: Which of the following is an effective method to improve employee retention? Increase workload regularly Reduce employee benefits Ignore employee feedback Provide career development opportunitiesQ18: What does job enrichment focus on? Reducing job duties to decrease stress Hiring temporary staff Increasing job responsibilities to improve motivation Outsourcing job functionsQ19: What is critical for successful change management in HR? Top-down communication and employee involvement Implementing without notice Ignoring employee concerns Rapid changes without planningQ20: Which act governs occupational safety and health requirements in Malaysia? Occupational Safety and Health Act 1994 Industrial Relations Act Child Act Employment ActQ21: What is the “psychological contract” between employer and employee? A written legal document Unwritten mutual expectations and beliefs Employment termination notice Salary agreementQ22: Which HR audit area evaluates compliance with labor laws? Regulatory compliance Compensation planning Marketing effectiveness Talent managementQ23: What is a common risk when employee data privacy is not protected? Legal penalties and reputational damage Easier recruitment Higher productivity Increased profitsQ24: Which is most effective for onboarding new employees? Providing a detailed employee handbook only Structured orientation with mentoring and feedback Ignoring the onboarding process Letting employees learn on their ownQ25: How should grievances be documented for best practice? Ignored once resolved Written records maintaining confidentiality Public notices Verbal only Just one last step! Fill in your details so we can email you your certificate and exclusive voucher code Full Name: Email Address: Phone Number: Submit Quiz
