Deck 10: Human Resource Management

Question 1

Both Australia and New Zealand have witnessed significant changes in industrial relationships laws and practice. However, the decisions and actions were carried out within a regulatory framework.

Answer 1

True

Question 2

Today businesses seem to place more emphasis on the value of human resource planning. One of the side effects of such attitude is a reduction in staff turnover.

Answer 2

True

Question 3

E-recruitment has developed into an attractive recruitment option. However, there is a perceived problem that not enough suitably qualified and skilled applicants are searching the internet for job opportunities.

Answer 3

True

Question 4

To ensure a reliable recruitment process, an organisation can ask applicants to undertake any test to determine the ability of the applicant:

Question 5

Issues of change, skill shortages, staff retention and diversity management make it essential for managers to plan for adequate training and development of their staff. Only formal staff development is recognised as valid preparation for future opportunities:

Question 6

If there are five functions of management, i.e. planning, organising, staffing, leading and controlling, which one is human resource management concerned with?

A) Planning.
B) Organising.
C) Staffing.
D) Controlling.

Question 7

Which is not one of the human resource management functions outlined in the HRM framework?

A) Identifying HR needs.
B) Attracting human resources.
C) Developing computer systems.
D) Terminating the relationship.

Question 8

Human resource management is concerned with the function of staffing which broadly includes attracting, maintaining and:

A) developing policies
B) developing procedures
C) developing human resources
D) developing rules

Question 9

The Harvard Map:

A) is a map of the Harvard Business School
B) describes the relationship between organisational performance and HR policies
C) considers the consequences of HR policy choices and organisational strategic objectives
D) considers the effect of the organisation but not employees' efforts

Question 10

Situational factors can influence:

A) internal and external choices
B) employees' job satisfaction
C) human resource policies but not stakeholder interest
D) all of the given answers

Question 11

Which one does not apply? An organisation will make HR policy decisions about:

A) the flow of HR
B) the reward system
C) the work systems
D) stakeholder feedback

Question 12

Today's HRM developed through a long evolving process. The four stages identified do not include:

A) IR and work safety
B) recruitment and selection
C) IT and IR development
D) performance management

Question 13

Unions are responsible for:

A) wage fixing
B) negotiating binding collective agreements with management
C) work conditions for employees who are not covered by industrial awards
D) advancing employees' interests, but not negotiate collective agreements

Question 14

What is the significance of the Australian Council of Trade Unions (ACTU) Accord?

A) Accords have the effects of requiring many organisations to review job structures and pay scales.
B) Organisations have to provide general training for all employees.
C) Improved career structures to maintain current pay rates of employees.
D) None of the given answers.

Question 15

In the last decade industrial relations moved from ____________ ______________ , governed by the Australian Workplace Relations Act 1996, to _________________ _____________ , legislated through Work Choices Act 2005:

A) workplace agreement/workplace agreement
B) workplace agreement/individual contracts
C) individual contracts/workplace agreement
D) none of the given answers

Question 16

What was the significance of the Employment Relations Act 2000 (ERA)?

A) The erosion of fundamental rights.
B) Fundamentally sound rebalancing of rights.
C) Reinstated compulsory arbitration.
D) Centralised the wage fixing system.

Question 17

The Employment Contracts Act 2000 (ECA) radically overhauled industrial awards agreements. In what other ways was the ECA significant?

A) It allowed for individual contracts to be negotiated but not necessarily in a written form.
B) It allowed individual contracts to be negotiated in a written form.
C) It increased the rights and powers of unions in negotiating collective agreements.
D) It abolished individual contracts.

Question 18

Legislation that impact on the workplace in Australia should be considered when establishing HR policies and procedures. These are:

A) Judicial and Statutory Officers' (Remunerations and Allowances) Act (1984), the Remuneration
B) Equal Pay Act (1972) and Holiday Act (1981)
C) all of the given answers
D) none of the given answers

Question 19

A systematic process of collecting information on a job's task conditions and identifying employee specifications for job success is a job:

A) analysis
B) description
C) evaluation
D) specification

Question 20

A statement of the duties, working conditions and other significant requirements associated with a particular job is called a:

A) job analysis
B) job description
C) skills inventory
D) job specification

Question 21

One of the disadvantages of internal recruitment is that:

A) training may be necessary
B) the probability of mistake is higher because of less reliable information
C) potential external candidates may be resentful
D) candidates are already oriented to the organisation

Question 22

One of the disadvantages of external recruitment is that:

A) the unsuccessful contenders may become upset
B) it is harder to assess the quality of applicants
C) selections of this kind are more susceptible to office politics
D) candidates may have broader experiences

Question 23

Several studies have been conducted to ascertain the value of e-recruitment. The outcome of these studies indicates that:

A) this form of recruitment is overwhelmingly successful
B) e-recruitment is not a viable method
C) young people prefer this method
D) there is no clear picture yet on the overall outcome

Question 24

The process of determining which job candidate best suits the organisational needs for a particular vacant job is called:

A) hiring
B) selection
C) validating
D) human resource management

Question 25

As used in the hiring/promoting part of human resource management, selection methods, such as the use of application forms or tests, must have validity. Validity is best described by which of the following?

A) The same score, approximately, is made each time the same person takes the same test unless additional training is completed between attempts.
B) The score on the selection method correlates positively with past work history.
C) The selection method (e.g. test) actually measures what it is trying to measure.
D) The applicant has not had prior access to the selection method (e.g. test).

Question 26

To enhance the selection procedure, various employment tests have been re-introduced. These assess the prospective employee's intelligence, _______________, ability and interest:

A) interest in the organisation
B) aptitude
C) enthusiasm
D) loyalty

Question 27

In their discussion on how to conduct an effective interview, the authors indicated a number of steps the interviewer should take during the interview to help ensure the best possible results. Which of the following is not one of them?

A) Avoid conveying to the applicant the responses you think he or she should make.
B) Take notes while you are listening.
C) Try to put the applicant at ease and establish rapport at the beginning of the interview.
D) Throughout the interview ask the applicant questions about his or her lifestyle.

Question 28

Which of the following relate to the determination of remuneration?

A) Negotiations between employer and employee representatives collectively.
B) Negotiations between employer and employee directly.
C) Negotiated awards and enterprise agreements.
D) All of the given answers.

Question 29

To find out whether business objectives are legitimate and aligned internally and externally with business units and markets, the manager utilises performance:

A) management systems.
B) appraisal processes.
C) policies.
D) indicators.

Question 30

A judgemental process of the job performance of employees is called a:

A) job analysis.
B) job performance.
C) performance appraisal.
D) job evaluation.

Question 31

Which is not one of the three broad strategic rationales for training?

A) Enhancement of employee motivation, commitment and retention.
B) The proactive approach.
C) The reactive approach.
D) None of the given answers.

Question 32

Two reasons for appraising performance are that they enhance consistency between employee actions and corporate goals and:

A) provide a record in cases of dismissal, demotion, grievance or appeal.
B) help keep wages low.
C) provide a chance for employees to ask for a rise.
D) provide a chance for employers to discipline.

Question 33

Which of the following is an alternative to the traditional appraisal system?

A) Observations.
B) Computer-based assessments.
C) 360-degree feedback.
D) Simulations.

Question 34

Access to stored databases and knowledge bases has increased with the emergence of:

A) the Internet, intranets and extranets.
B) modern HR ideas.
C) value-added services.
D) new HR software.

Question 35

The main issue for HR departments with computer networks is to find how they can help:

A) attract employees.
B) train employees.
C) provide improved services.
D) provide employee information.

Question 36

Introducing email into organisations provides HR with many challenges. Which is not one of them?

A) The need to develop clear policies on access.
B) The need to develop clear policies on use.
C) How to ensure each employee has a computer.
D) The need to ensure privacy for individuals.

Question 37

A major benefit to organisations of flexible working arrangements that both employer and employee agree on is:

A) decreased wages bills.
B) increased hours of work.
C) effective management and competitive advantage.
D) reduction of energy expenses.

Question 38

The reason given to introduce call centres overseas is to:

A) decrease market share in Australia.
B) reduce costs.
C) increase effectiveness.
D) support developing countries.

Question 39

The use of temporary agency work and on-call workers is likely to be increasingly popular because it:

A) helps to reduce lease costs.
B) reduces payroll tax.
C) helps to deal with workload fluctuations.
D) enhance employee motivation.

Question 40

Companies need to manage flexible staffing requirements from a ___________ perspective.

A) proactive
B) reactive
C) practical
D) strategic

Question 41

Employees have also to be more flexible in the modern labour market. One way is to:

A) contract themselves to a staffing agency
B) become a consultant
C) plan to retire later
D) rely on government benefits in times of unemployment.

Question 42

Which of the following is a method of voluntary termination?

A) Retrenchment.
B) Redundancy.
C) Retirement.
D) Dismissal.

Question 43

In modern HR practices, a group of measurements are employed to evaluate the impact of HR activities and prove their value. Employing HR metrics, the HR manager ought to consider:

A) what measuring tool to use.
B) asking employees to take part in the assessment.
C) employees' privacy.
D) including other departments.

Question 44

The HRM function of acquiring, maintaining and developing human resources will be ___________ for large and small companies:

Question 45

What are the major parts of the HRM framework known as the 'Harvard Map'?

Question 46

How do stakeholder interests and situational factors combine to provide HRM policy choices for organisations? Give specific examples.

Question 47

What are the ten provisions of the employment standards regulatory framework and their implications for HRM?

Question 48

What are the inter-related activities for acquiring human resources? Describe the activity you think is most important and say why.

Question 49

What three activities are used to maintain the employment relationship by focussing on building employee skills, motivation and commitment to the organisation?

Question 50

How does information technology impact on HRM?

Question 51

List and describe four recent trends in types of employment. Why are these called 'non-dash traditional' work practices?

Question 52

What options can an organisation use to encourage employment flexibility for its staff?

Question 53

Although there is voluntary and involuntary termination, what types of issues are raised when an employee leaves an organisation?

Question 54

Contemporary issues in HR management include diversity, ageing workforces, skill shortages, work-life balance, outsourcing of HR activities and measuring HR effectiveness. Which issue is of most interest to you? Describe the issue and say why it is of particular interest.