Level 2 exam — Human Resources

Exam — fresh questions

12 questions to validate personnel administration and payroll: contracts, formalities, working time, payslips and terminations.
Answer everything, then click Check: your score and explanations will appear.

2.1 · Recall

1. What is the standard, lasting form of employment contract?

An unsigned internship A fixed-term contract with no grounds The permanent contract (open-ended) A verbal contract with no follow-up

The permanent contract is the standard form; fixed-term covers temporary, precise needs.

2.1 · Application

2. Amira drafts a fixed-term contract. Which checkpoint is decisive?

An unlimited, uncompensated clause A copy of another country's contract No written document, trust is enough Precise grounds + required contents + written document signed before starting

Grounds + regime + signed writing: without writing, reclassification as permanent looms.

2.1 · Arbitration

3. A manager chains fixed-term contracts on a permanent position. What must Amira say?

Switch to a permanent contract: a lasting need rules out repeated fixed-term contracts Remove every clause from the contract Stop writing anything to move fast Carry on, it is more flexible for everyone

A permanent need calls for a permanent contract; stacking fixed-term contracts invites reclassification.

2.2 · Recall

4. What are hiring formalities (e.g. prior declaration) for?

To decorate the employee's file To declare and protect the employee before starting To pay fewer contributions To avoid any personnel register

Declaration, register, visit, enrollments: a mandatory foundation before starting.

2.2 · Application

5. The employee file sits in open access in the open space. Verdict?

Modern practice, to generalize Irrelevant for payroll Good transparency, keep it that way A leak to fix: a complete, up-to-date file under restricted access

Sensitive data: restricted access, limited retention, secured storage.

2.3 · Application

6. Overtime is paid with no time count. What is the risk?

A dispute lost: with no reliable count, nothing is proven Automatically validated leave An always-right payslip Nothing, trust settles everything

Clocking or HRIS: counting fairly protects employer and employee alike.

2.3 · Arbitration

7. Absenteeism rises in a department. Which first reading?

Collective misconduct to punish A signal to analyze: workload, organization, reasons — then act Chance with no cause at all A reason to cancel leave

Absence speaks before it is misconduct: return interview and analysis of reasons.

2.3 · Application

8. Summer leave arbitrated orally at the last minute. What effect?

Guaranteed replacements Spontaneity appreciated by all Manufactured conflicts: rules are needed early and in writing Always-fair scheduling

Rules published early + written requests + transparent arbitration = a calm summer.

2.4 · Application

9. How do gross, employee contributions and net fit together?

Gross is computed from net alone There is no calculation rule Net equals gross with no deduction Gross minus employee contributions = net; the employer adds employer charges

Employer cost exceeds net: employer charges come on top of gross.

2.4 · Arbitration

10. A payroll error is found on a payslip. What conduct?

Regularize on the next payslip, explaining it to the employee Blame the software with no correction Redo the payslip in total silence Hide it and wait for it to be forgotten

Fast, written and explained: payroll is monthly trust.

2.5 · Application

11. A dismissal notified by email, with no interview. Verdict?

A modern, valid procedure Void: summons, interview and reasoned notification required Valid if the grounds look obvious Fast, hence necessarily proper

Form decides disputes: each step must be written and dated.

2.5 · Arbitration

12. A manager wants to part fast with an employee in a fragile case. What does Amira do?

Promise a mutual separation without checking the framework Notify the employee by email at once Qualify the route, build the file and have it re-read before notifying Skip the interview to save time

Verifiable grounds + complete procedure + re-reading: never improvise on a sensitive case.

What's next?

Score ≥ 80%: move on to Level 3 V3 — skills development: training plans, annual and career reviews, workforce planning, talent and performance management.
Score < 80%: revisit the failed sections (contracts 2.1, formalities 2.2, time and leave 2.3, payroll 2.4, terminations 2.5), re-read the explanations above, then retake the test.