1. An organisations human resources are almost always the key ingredient for its success.

TRUE/FALSE

• An organisation’s human resources are almost always the key ingredient for its success.

ANS: T PTS: 1 DIF: Easy TOP: Introduction

• It is not important for human resources to be managed so that equity is given a high degree of

importance.

ANS: F PTS: 1 DIF: Easy TOP: Introduction

• Australia developed a wages and working conditions system the same as in the United Kingdom

and the Unites States, based on mandated conditions.

ANS: F PTS: 1 DIF: Moderate TOP: Origins of, and influences on, HRM

• In Australia, prior to World War II, personnel management functions were largely handled by line

managers.

ANS: T PTS: 1 DIF: Easy TOP: Stages in the development of HRM

• During World War II, skilled workers were hard to recruit prompting an increased provision of

welfare services to employees.

ANS: T PTS: 1 DIF: Moderate TOP: Stage two (1940s–mid-

1970s): welfare, administration, staffing and training

• The Conciliation and Arbitration Act 1904 legislated the establishment of Australia’s industrial

relations structure at a national level.

ANS: T PTS: 1 DIF: Easy TOP: Stage two (1940s–mid-

1970s): welfare, administration, staffing and training

• HRM recasts employees as human resources who are vital organisational assets possessing

knowledge, skills, aptitudes and future potential.

ANS: T PTS: 1 DIF: Easy TOP: Stage three (mid-1970s–

late 1990s): HRM and SHRM

• HRM focuses on short-term, reactive, ad-hoc and marginal planning.

ANS: F PTS: 1 DIF: Moderate TOP: Stage three (mid-1970s–

late 1990s): HRM and SHRM

• Regardless of what that the future holds for SHRM, HRM roles will likely remain unchanged.

ANS: F PTS: 1 DIF: Moderate TOP: Stage four (2000

onwards): SHRM into the future

Chapter 1 (Human Resource Management Strategy and Practice, 9th Australian Edition 9e Alan Nankervis, Marian Baird, Jane Coffey, John Shields) ( , For Complete File, Download link at the end of this File) 1 / 4

• The employment contract consists of two contracts: the legal contract and the social contract.

ANS: F PTS: 1 DIF: Moderate TOP: The changing employment contract – legal, social and psychological

• Due to their emphasis on the management of the workforce, HRM theories are fundamentally

unitarist, meaning that authoritarian management is the norm and union membership is also often low.

ANS: T PTS: 1 DIF: Moderate TOP: HRM – a unitarist or pluralist approach to the employment relationship?

• Differing national or industry environments are reflected in both ‘hard’ and ‘soft’ HRM

approaches.

ANS: T PTS: 1 DIF: Easy TOP: ‘Hard’ or ‘soft’ HRM?

• ‘Soft’ HRM is focused on the measurement and management of employee costs and outcomes for

organisational benefit.

ANS: F PTS: 1 DIF: Easy TOP: ‘Hard’ or ‘soft’ HRM?

• SIHRM has expanded to include not only multinational enterprise but also comparative HRM

(between countries) and the management of expatriates.

ANS: T PTS: 1 DIF: Easy TOP: Strategic international human resource management

• HR practitioners will operate exclusively at the operational level in an organisation.

ANS: F PTS: 1 DIF: Moderate TOP: HRM: Roles and functions

• The focus of HRM is the management of employees for the organisation’s benefit.

ANS: F PTS: 1 DIF: Easy TOP: Introduction

• Globalisation is of importance mainly to the marketing and financial aspects of a business

ANS: F PTS: 1 DIF: Easy TOP: Introduction

• An Association of Southeast Asian Nations (ASEAN) Economic Community (similar to the EU)

would provide challenges and opportunities in relation to the attraction, retention and mobility of talented workers.

ANS: T PTS: 1 DIF: Easy TOP: Introduction

• Personnel management has its origins in Australia.

ANS: F PTS: 1 DIF: Easy TOP: Origins of, and influences on, HRM

• From a personnel management perspective, the evaluation of personnel management outcomes is

based on maximising the utilisations of human resources.

• / 4

ANS: F PTS: 1 DIF: Moderate TOP: Stage three (mid-1970s–

late 1990s): HRM and SHRM

• Employees as stakeholders of the organisation are seeking competence and commitment.

ANS: T PTS: 1 DIF: Moderate TOP: Stage four (2000

onwards): SHRM into the future

• To survive, HR must demonstrate that it is adding value to key stakeholders – employees,

customers, line managers and shareholders.

ANS: T PTS: 1 DIF: Moderate TOP: Stage four (2000

onwards): SHRM into the future

• The purpose of the legal contract between an employer and employee details the employee’s rights

and responsibilities.

ANS: F PTS: 1 DIF: Moderate TOP: The changing employment contract – legal, social and psychological

• Practical application of the psychological contract might include health and safety; work–life

balance; employee wellbeing, counselling and support policies and programs.

ANS: T PTS: 1 DIF: Easy TOP: The changing employment contract – legal, social and psychological

• The ability to perceive and express emotion, assimilate emotion in thought, understand and reason

with emotion, and regulate emotion in oneself and others is call cognitive intelligence.

ANS: F PTS: 1 DIF: Easy TOP: The changing employment contract – legal, social and psychological

• The Global Financial Crisis revealed that organisations had forgotten to look at how people

ly behave.

ANS: T PTS: 1 DIF: Moderate TOP: The changing employment contract – legal, social and psychological

• HRM can be simply defined as the convergence of three factors – human beings, resources and

management.

ANS: T PTS: 1 DIF: Easy TOP: HRM & SHRM – Evolving concepts and models of HRM

• In the Harvard model of HRM, commitment, competence, congruence and cost-effectiveness are

HRM outcomes.

ANS: T PTS: 1 DIF: Moderate TOP: HRM & SHRM – Evolving concepts and models of HRM

• From a pluralist perspective, the employer and employee interests are shared and therefore there is

no need for conflict.

ANS: F PTS: 1 DIF: Moderate TOP: HRM – a unitarist or pluralist approach to the employment relationship? 3 / 4

• From pluralist view, conflict is inevitable between employers and employees.

ANS: T PTS: 1 DIF: Easy TOP: HRM – a unitarist or pluralist approach to the employment relationship?

• ‘Soft HRM’ is focused on the measurement and management of employee costs and outcomes for

organisational benefit.

ANS: F PTS: 1 DIF: Easy TOP: ‘Hard’ or ‘soft’ HRM?

• Off-shoring, such as call centres, has received negative feedback from customers and unions.

ANS: T PTS: 1 DIF: Easy TOP: Business strategy and HRM

• An interactive approach to integration of HR and business strategy involves two-way

communication between HRM and corporate planning in which HRM contributes to, and then reacts to, overall strategies.

ANS: T PTS: 1 DIF: Moderate TOP: Business strategy and HRM

• HRM strategy is primarily focused on the internal environment of the organisation.

ANS: F PTS: 1 DIF: Moderate TOP: Business strategy and HRM

• A cost reduction strategy can translate into HRM strategy as minimal employee training and

development.

ANS: T PTS: 1 DIF: Moderate TOP: Business strategy and HRM

• Some guarantee of employment security can be an important HRM strategy where the organisation

has a quality improvement strategy.

ANS: T PTS: 1 DIF: Moderate TOP: Business strategy and HRM

• SHRM involves including line managers in the HRM policy-making process.

ANS: T PTS: 1 DIF: Easy TOP: SHRM

• SHRM has been criticised for having a ‘hard’ rather than ‘soft’ HRM focus.

ANS: T PTS: 1 DIF: Easy TOP: Critics of SHRM

• Seventy per cent of senior HR professionals in Australia report directly to a CEO.

ANS: T PTS: 1 DIF: Moderate TOP: The HRM community, its competencies, and the role of HR professional associations

• The HRM community is the group or ‘community’ formed by HRM professionals, middle and line

managers, and sometimes external service providers.

• / 4