Level 3 exam — Human Resources

Exam — fresh questions

12 questions to validate skills development: training plan, reviews, GEPP, talents and performance.
Answer everything, then click Check: your score and explanations will appear.

3.1 · Recall

1. What does the skills development plan link?

Leave, payroll, sanctions and meeting schedules Needs, training actions, funding and evaluation Ratings, warnings, transfers and dismissals Quotes, invoices, stock and bank statements

Proven needs + dated actions + funding + transfer measurement (Kirkpatrick).

3.1 · Application

2. A “feel-good” catalogue is proposed with no need. What does Amira do?

She refuses all training to save time She signs everything to please the teams She draws lots for each employee's courses She starts from quantified gaps before any budget

The plan starts from gaps (errors, strategy), not the catalogue.

3.1 · Arbitration

3. Satisfaction scores 9/10 immediately after. Is training proven?

Yes, the immediate score is enough proof alone No, only transfer at 3 months and results decide It does not matter, measuring never helps decide Yes, smiles prove transfer to the role

Enjoyment ≠ transfer: Kirkpatrick levels 3-4 (behaviours, results).

3.2 · Recall

4. What is the difference between both reviews?

They are two synonyms for the same meeting The career interview rates and sanctions employees The annual discusses the future without ever appraising The annual appraises the past; the career interview discusses the future

Annual = past and contract (performance); career = future and path, no rating.

3.2 · Application

5. Amira must equip a manager who mixes rating with future. What advice?

Separate annual and career into two moments Drop the written record to go faster in meetings Merge both moments to save an hour Rate during the wishes-for-the-future chat

Nobody admits weaknesses to whoever rates them: two purposes, two moments.

3.2 · Arbitration

6. Report unsigned, objectives forgotten, no follow-up. What is missing?

A co-signed written record plus a dated quarterly follow-up Nothing, speaking is enough when trust rules Free time with no method to follow A new pen to sign the sheet faster

Written record + right to comment + follow-up: without follow-through, an empty promise.

3.3 · Application

7. Karim, the sole expert, leaves in 2 years. What is Amira's first reflex?

Hire after departure with no handover Wait for his departure then recruit in a panic Pairing, documentation and training before departure Outsource with nothing documented or taught

Mapped bus-factor risk + dated levers: 2 years ahead, not 2 months.

3.3 · Arbitration

8. GEPP: yearly report or action plan?

Both are exactly the same with no real difference A plan with dated levers and a yearly review A filed report is enough to anticipate tomorrow No written record, speaking is enough to anticipate

Picture + trajectory + levers (train, recruit, transfer) + review.

3.4 · Application

9. Lina is bored and about to leave. What is Amira's priority lever?

Ignore her and hope she stays alone Hold her by force without discussing the future Raise her in panic on resignation day Internal mobility with training and priority opening

Internal board first, followed-up plans: hear before job boards.

3.4 · Arbitration

10. Talents managed opaquely, rumours in the team. What effect?

Neutral, transparency never changes anything Motivating, secrecy stimulates every team Demotivating: manage discreetly but with visible fairness Effective, opacity avoids all jealousy

Name with fairness and known criteria: opacity manufactures jealousy and departures.

3.5 · Application

11. A salesperson sells by lying yet exceeds targets. A performer?

Blameless, method does not matter at all Yes, only figures count in judging No, the what without the how is not performing Promote them fast as a team example

Weighted, written results + behaviours: the liar costs more than they bring.

3.5 · Recall

12. Before any sanction for underperformance, what is needed?

Diagnose then frame a tracked, dated PIP Sanction fast with nothing written and no support Transfer as punishment with no prior review Do nothing and wait for it to worsen

Diagnosis + PIP (objectives, support, timeline) + tracking: plan before sanction, locally validated.

What's next?

Score ≥ 80%: move on to Level 4 — V3 (labour law, employee representation, QWL, conflicts and difficult situations, compensation).
Score < 80%: review the failed sections (plan 3.1, reviews 3.2, GEPP 3.3, talents 3.4, performance 3.5), re-read the explanations above, then retake the test.