1. Regardless of the particular resource emphasis in an industry, the human resource of an

TRUE/FALSE

• Regardless of the particular resource emphasis in an industry, the human resource of an

organisation is almost always the key ingredient for that organisation’s success.ANS: T PTS: 1 DIF: Easy TOP: Introduction

• Due to their complex blend of rational and emotional characteristics, human resources are the most

predictable resource.ANS: F PTS: 1 DIF: Easy TOP: Introduction

• It is important that the human resource is managed effectively, equitably, and ethically in order to

achieve organisational objectives.ANS: T PTS: 1 DIF: Easy TOP: Introduction

• Globalisation, or the growing interconnectedness of economies across the world, is a major

challenge to businesses and has serious implications in relation to an organisation’s human resource management.ANS: T PTS: 1 DIF: Moderate TOP: Globalisation

• Globalisation has begun to fashion new kinds of jobs, new forms of workplaces and more

innovative approaches to all human resource management processes.ANS: T PTS: 1 DIF: Moderate TOP: Globalisation

• Globalisation is always a positive development for businesses and has had no negative

consequences relating to human resource management processes.ANS: F PTS: 1 DIF: Moderate TOP: Globalisation

• Both the Trans-Pacific Partnership (TPP2) and the ASEAN Economic Community (AEC) are

global developments that will not significantly affect the labour markets in Australia and the Asia Pacific.ANS: F PTS: 1 DIF: Moderate TOP: Globalisation

• The impact of new technology on all industries, workplaces and jobs will pose a serious challenge

in relation to the strategic human resource management of people.ANS: T PTS: 1 DIF: Moderate TOP: New technology – the Fourth Industrial Revolution

• The Fourth Industrial Revolution (FIR, or Industry 4.0), or the digital transformation of society and

business will pose a serious challenge in relation to strategic human resource management of people.ANS: T PTS: 1 DIF: Moderate TOP: New technology – the Fourth Industrial Revolution

• The outcome of the Fourth Industrial Revolution (FIR, or Industry 4.0) has been overstated and

will not significantly impact all strategic human resource management functions.ANS: F PTS: 1 DIF: Moderate TOP: New technology – the Fourth Industrial Revolution

• The perceived gaps between employers’ skills requirements and potential employees’

competencies and capabilities (or graduate work-readiness) will continue to be an important challenge facing many workplaces and their HR professionals.ANS: T PTS: 1 DIF: Moderate TOP: New technology – the Fourth Industrial Revolution

Chapter 1 (Human Resource Management Strategy and Practice, 11e (Asia Pacific Edition) By Alan Nankervis, Marian Baird, Jane Coffey, John Shields) (Test Bank all Chapters) 1 / 4

• The Fourth Industrial Revolution (FIR, or Industry 4.0) will be a major driver of investments in the

skills and organisational capacities but will not significantly impact the human resource management of people.ANS: F PTS: 1 DIF: Moderate TOP: New technology – the Fourth Industrial Revolution

• Personnel management refers to a set of functions or activities which are performed effectively

with great relationship between the various activities and bearing in mind the overall organisational objectives.ANS: F PTS: 1 DIF: Moderate TOP: Development and concepts of SHRM

• The Classical School (or ‘Scientific Management’) proposed a model to examine the nature of

work which put emphasis on the job itself and the efficient adaptation of workers to work processes.ANS: T PTS: 1 DIF: Moderate TOP: Development and concepts of SHRM

• The Behavioural School proposed a model to examine the nature of work which focused on

workers, and the satisfaction of their needs to achieve greater organisational productivity.ANS: T PTS: 1 DIF: Moderate TOP: Development and concepts of SHRM

• 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: Development and concepts of SHRM

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

managers.ANS: T PTS: 1 DIF: Easy TOP: Stage one (1900-1940s): welfare and administration

• 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

• SHRM 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

• SHRM 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 2 / 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

• It is important that HR professionals develop commitment-oriented HRM practices that support

employees as well as support managers in their employee relationships.ANS: T PTS: 1 DIF: Moderate TOP: The changing employment contract – legal, social and psychological

• SHRM emphasises the need for HR plans and strategies to be formulated within the context of

overall organisational strategies and objectives.ANS: T PTS: 1 DIF: Moderate TOP: SHRM

• A strong implication of SHRM theory is that HR plans and strategies are developed on a long-term

basis taking into account changes in society, industrial relations systems, economic conditions, legislation, global and technological issues.ANS: T PTS: 1 DIF: Moderate TOP: SHRM

• A key focus of SHRM is to contribute to organisational effectiveness by ensuring that HR

strategies and policies support desired political outcomes.ANS: F PTS: 1 DIF: Moderate TOP: SHRM

• From a SHRM perspective, the resource-based view (RBV) includes the major human resources

components of employees’ knowledge, capabilities and dynamic capabilities.ANS: T PTS: 1 DIF: Moderate TOP: SHRM

• Regardless of the choice of business strategy, the HRM specialists must devise strategies that

incorporate comprehensive SHRM approaches aligned with desired overall goals and objectives.ANS: T PTS: 1 DIF: Moderate TOP: Business strategy and SHRM

• The Harvard model of SHRM explains HRM as a set of narrow strategic choices in response to the

demands of organisational characteristics within the context of the internal labour market and social, economic and political conditions.ANS: F PTS: 1 DIF: Moderate TOP: SHRM models

• A single model of SHRM will not be appropriate for all environments since SHRM models assume

that HR processes take place within the national, industry and industrial relations contexts.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?

• ‘Hard’ HRM refers to HR processes which focus on the involvement and engagement of

employees through consultation, empowerment, commitment and communication.ANS: F PTS: 1 DIF: Easy TOP: ‘Hard’ or ‘soft’ HRM?

• The relationship between HRM and industrial relations is heavily influenced by national, industry

and workplace contexts.ANS: T PTS: 1 DIF: Easy TOP: SHRM and industrial relations

• / 4

• 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

• To address recent criticisms of SHRM, it has become clear that SHRM must adopt a flexible but

strategic perspective, thus assuring a fit between HR strategies and practices.ANS: T PTS: 1 DIF: Easy TOP: Critics of SHRM

• Some research on the application of SHRM theory has definitively concluded that there is no

evidence linking HRM to strategic planning processes and that HRM executives added no value to the top management team.ANS: F PTS: 1 DIF: Easy TOP: SHRM – research evidence

• It is highly unlikely that the HR professional roles and practices will be affected by the projected

changes in future workplaces, jobs and their associated skills and competencies.ANS: F PTS: 1 DIF: Easy TOP: New SHRM approaches

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

ANS: F PTS: 1 DIF: Moderate TOP: SHRM: Roles, functions and ethical principles

• 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: Development and concepts of 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

• / 4