HRMT 2237 ACTUAL Exam Questions and
CORRECT Answers
HRM - CORRECT ANSWER - managing people within the employer-employee
relationship incl:
- achieving organisational objectives
- satisfying employee needs
Strategic HRM - CORRECT ANSWER - Focus on linking ALL HR activities to business
to organisation's strategic objectives
HR Manager's role - CORRECT ANSWER - - Administrative expert - using technology,
rethink and redesign activities
- Change agent (facilitates changes)
- Employee champion - be their voice
- Strategic partner -translate business strategy into action, become part of the business team
In Jiang's article, HR systems are based on - CORRECT ANSWER - Skill-enhancing -
designed to ensure appropriately skilled employees
Motivation-enhancing - provide employees with extrinsic motivation
Opportunity-enhancing - intrinsic motivation, encourages employees to use their skills to achieve
organisational objectives
Strategic challenges facing HR managers - CORRECT ANSWER - Link to HR's roles:
- HR managers need to constantly demonstrate the connection between HR, organisational
performance and employee well-being
HRM policies - CORRECT ANSWER - general statements that provide guidelines for
decision making
,Approaches to HRM - CORRECT ANSWER - instrumental (hard) -> stresses on rational,
quantitative and strategic aspects of HR, especially Performance Improvement and Competitive
Advantage (skill-enhancing in HR systems)
humanistic (soft) -> competitive advantage is achieved by employees with superior know-how,
commitment, job satisfaction, adaptability and motivation (motivation and opportunities
enhancing)
Operational HR planning/ Employment planning/ HR Planning - CORRECT ANSWER --
Determine number and types of jobs to be filled
- Match HR availability with job openings
Strategic HRM planning - CORRECT ANSWER - Concerned with defining philosophy,
objectives and strategy and precedes HR planning.
Greer and Virick article - CORRECT ANSWER - - Diverse succession planning and the 5
steps
1. Business strategy
2. Leadership
3. Planning activities
- Forecasting demand
- Identifying and assessing diverse talents
- Dealing with shortages
4. Development practices
5. Program management practices
Key environmental influences on HR planning - CORRECT ANSWER - P - Australian
welfare reforms leads to changes in skill development programs
Economic - ie expensive housing + high Au taxes => difficult to attract employees
S - between 2010-2050, Australia's ageing population will be doubled, and those over 85 will be
quadruple
, T - substitution of robots with human capital
L - Chinese government prohibit drunk driver => increasing demand for executive's chaffeurs
E ...
Methods used in forecasting - CORRECT ANSWER - - Qualitative
- Quantitative
Qualitative HR forecasting (Forecasting internal supply of human resources) - CORRECT
ANSWER - Uses expert opinion to predict future, focus on evaluations of employee
performance and their promotability ie skill inventory, replacement charts, succession planning
Advantages: simple, cheap and fast
- Skill inventories - provide info of employees for evaluation purpose => simple + benefits
employees as it makes sure they are not overlooked and to be selected for challenging roles can
give them more opportunities
- Replacement charts - given organisational positions and potential replacements
=> give managers overview of HR and identify potential problems in succession planning
>< focus on current needs rather than future needs
Quantitative HR forecasting (Forecasting internal supply of human resources) - CORRECT
ANSWER - Uses statistical and mathematical techniques, focus on forecast HR shortages,
surpluses and career blockage
- Turnover analysis - why people leaving organisations from exit interviews
- Markov analysis - mathematical technique used to forecast the availability of internal job
candidates
>< requires specialists, changes in job designs reduce its usefulness
Three forecasts are needed - CORRECT ANSWER - demand for HR within the
organisation
supply of external HR to the organisation
CORRECT Answers
HRM - CORRECT ANSWER - managing people within the employer-employee
relationship incl:
- achieving organisational objectives
- satisfying employee needs
Strategic HRM - CORRECT ANSWER - Focus on linking ALL HR activities to business
to organisation's strategic objectives
HR Manager's role - CORRECT ANSWER - - Administrative expert - using technology,
rethink and redesign activities
- Change agent (facilitates changes)
- Employee champion - be their voice
- Strategic partner -translate business strategy into action, become part of the business team
In Jiang's article, HR systems are based on - CORRECT ANSWER - Skill-enhancing -
designed to ensure appropriately skilled employees
Motivation-enhancing - provide employees with extrinsic motivation
Opportunity-enhancing - intrinsic motivation, encourages employees to use their skills to achieve
organisational objectives
Strategic challenges facing HR managers - CORRECT ANSWER - Link to HR's roles:
- HR managers need to constantly demonstrate the connection between HR, organisational
performance and employee well-being
HRM policies - CORRECT ANSWER - general statements that provide guidelines for
decision making
,Approaches to HRM - CORRECT ANSWER - instrumental (hard) -> stresses on rational,
quantitative and strategic aspects of HR, especially Performance Improvement and Competitive
Advantage (skill-enhancing in HR systems)
humanistic (soft) -> competitive advantage is achieved by employees with superior know-how,
commitment, job satisfaction, adaptability and motivation (motivation and opportunities
enhancing)
Operational HR planning/ Employment planning/ HR Planning - CORRECT ANSWER --
Determine number and types of jobs to be filled
- Match HR availability with job openings
Strategic HRM planning - CORRECT ANSWER - Concerned with defining philosophy,
objectives and strategy and precedes HR planning.
Greer and Virick article - CORRECT ANSWER - - Diverse succession planning and the 5
steps
1. Business strategy
2. Leadership
3. Planning activities
- Forecasting demand
- Identifying and assessing diverse talents
- Dealing with shortages
4. Development practices
5. Program management practices
Key environmental influences on HR planning - CORRECT ANSWER - P - Australian
welfare reforms leads to changes in skill development programs
Economic - ie expensive housing + high Au taxes => difficult to attract employees
S - between 2010-2050, Australia's ageing population will be doubled, and those over 85 will be
quadruple
, T - substitution of robots with human capital
L - Chinese government prohibit drunk driver => increasing demand for executive's chaffeurs
E ...
Methods used in forecasting - CORRECT ANSWER - - Qualitative
- Quantitative
Qualitative HR forecasting (Forecasting internal supply of human resources) - CORRECT
ANSWER - Uses expert opinion to predict future, focus on evaluations of employee
performance and their promotability ie skill inventory, replacement charts, succession planning
Advantages: simple, cheap and fast
- Skill inventories - provide info of employees for evaluation purpose => simple + benefits
employees as it makes sure they are not overlooked and to be selected for challenging roles can
give them more opportunities
- Replacement charts - given organisational positions and potential replacements
=> give managers overview of HR and identify potential problems in succession planning
>< focus on current needs rather than future needs
Quantitative HR forecasting (Forecasting internal supply of human resources) - CORRECT
ANSWER - Uses statistical and mathematical techniques, focus on forecast HR shortages,
surpluses and career blockage
- Turnover analysis - why people leaving organisations from exit interviews
- Markov analysis - mathematical technique used to forecast the availability of internal job
candidates
>< requires specialists, changes in job designs reduce its usefulness
Three forecasts are needed - CORRECT ANSWER - demand for HR within the
organisation
supply of external HR to the organisation
