organisations, including input at the strategic level. 2. HRM is: a. Solely to do with record keeping of employee recruitment, induction, training, and other administrative functions. b. Responsible for routine record keeping of employee recruitment, induction and training but also is becoming increasingly important in adding to the bottom line of the company by reducing staff. c. Responsible for administrative functions of the staffing within an organisation and to ensure staff are kept happy and having a good time. d. Apart from administrative, record keeping functions, and strategic input, HRM contributes to an organisation's vision, mission and values by the effective management and organisation of staff by maximising performance outcomes. 3. The functions of HRM include: a. Recruitment, selection, induction, training, and sacking incompetent workers. b. Recruitment, selection, induction, training, separation, performance and reward management, including work health and safety. c. Making sure all employee numbers are kept to the minimum to maximise profit to shareholders. d. Looking after the safety of workers. 4. Recruitment is mainly concerned with: a. Filling vacancies as cheaply as possible for the organisation. b. Providing employment opportunities for friends and relatives of those already working within the organisation. c. Maintaining the dominance of people from a certain race, religious background, or national heritage to maintain harmony. d. Attracting a selection of suitable employees regardless of their background, age or marital status and prepare them for the selection process. 5. Which one of the following becomes a creative factor in production? a. Land