HRMT 2237 UPDATED Exam Questions
and CORRECT Answers
What is Strategic HRM? - CORRECT ANSWER - the productive use of people in
achieving the organsations strategic objectives and the satisisfaction of indiivudal employee
needs
Pfeffers 7 dimensions of effective poeple management are?
E, R, S, H, E, R, S - CORRECT ANSWER -
3 skill motivating factors - CORRECT ANSWER - 1. rigorous selection
2. extensive training
Comprehensive recruitment
2 Appriaches to HRM - CORRECT ANSWER - Instrumental: Rational, quantitative and
strategic aspects of managing HR. Performance/ competitve improvement are highlighted
Humanistic: Recognises the integration of HR policies with the organisations startegic objectives
but emphasises employee development, collaboration, participation, trust and informed choice
strategic partner - CORRECT ANSWER - HR managers being an essential part of the
management team; running an organisation and contributing to the achievement of the
organisations objectives by transalting business strategy into action
ARTICLE 1: Jian,Lepak, Hu and Baer 2012 summary - CORRECT ANSWER -3
dimensions of HR systems are skill enhancing, motivation enhancing and opportunity enhancing
= positively relate to human capital and employee motivation. The 3 both (in)directly influenced
financial outcomes through human capitol and employee motivation as well as voluntary
turnover and operational outcomes
,2 main HR outcomes (A1) - CORRECT ANSWER - Distal organsiational
outcomes:Voluntary turnover, operational outcomes and financial outcomes. Operational being;
organizational operation, including P, PQ, QOS and I. Financial being; the fulfillment of the
economic goals of organisation AND
Proximal organisational outcomes Human capital and motivation
Ability motivation opportunity model - CORRECT ANSWER - 3 Dimensions of HR
systems SE, ME AND OE
Skill enhancing: - CORRECT ANSWER - recruitment, selection and training. Skill-
enhancing HR practices are designed to ensure appropriately skilled employees; they include
comprehensive recruitment, rigorous selection, and extensive training.
.Motivation enhancing - CORRECT ANSWER - Competitive compensation, incentives
and rewards, job benefits and job security. Motivation-enhancing HR practices are implemented
to enhance employee motivation. Typical ones include developmental performance management,
competitive compensation, incentives and rewards, extensive benefits, promotion and career
development, and job security.
Opportunity enhancing: - CORRECT ANSWER - Flexible work design, Team work,
decision making opportunities. Opportunity-enhancing HR practices are designed to empower
employees to use their skills and motivation to achieve organizational objectives. Practices such
as flexible job design, work teams, employee involvement, and information sharing are generally
used to offer these opportunities.
Implications: - CORRECT ANSWER - To retain talent employees and realize operational
and financial objectives organization need to use HR practices to enhance both employee skills
and motivation at work It is suggested that organizations maximize the return on their
investments in HRM by using appropriate HR practices to the specific dimensions
Human Capitol: - CORRECT ANSWER - The value of the people in the organisation.
KSAO: - CORRECT ANSWER - Knowledge, Skills, Ability and Other characteristics
,8 roles of HR Managers - CORRECT ANSWER - Talent Manager
HR Functional Expert
Organisatio Ambassador
Employee Advocate
Legal Advisor
Change agent
Board and senior executive resouce council
Strategic Partner
HRM Strategies - CORRECT ANSWER - growth, rerenchment and stability
SMART goals - CORRECT ANSWER - specific, measurable, attainable, relevant and time
based
Work Force Trends - CORRECT ANSWER - Aging Workforce: 40% will retire in 5 years,
Women - increase participation, lower rep, dual earner careers,
rising education levels - overqualifictaion,
^ Foriegn Born employees - 30% aussies working overseas
Casulaisation: gigwork- Brain Drain
Brain Drain - CORRECT ANSWER - Knowledge workers leave for more opportunity
HR Challenges - CORRECT ANSWER - HR managers need to be startegic contributors,
be employees voice, professional competence and constantly demonstrate the connection
between HR, organisational performance and employee wellbeing
, Organisational/HR planning - CORRECT ANSWER - Systematically idenitfying what
must be done to gurantee the availability of the HR's required by an organisation to meet
business objectives
HR planning ensures that; - CORRECT ANSWER - available talent is correctly allocated,
labour costs are controlled, # staff is appropriate and talented employees are retained
Employment planning - CORRECT ANSWER - The process of systematically reviewing
HR requirements to ensure that the REQUIRED number of employees with the appropriate
KNOWLEDGE SKILLS and ABILITIES are available when needed
labour shortage - CORRECT ANSWER - Where a business finds it does not have
sufficient employees in number, or with the right skills and experience, for its needs
a labour surplus - CORRECT ANSWER - the internal supply of employees exceeds the
organization's forecasted demand
Labour shortages outcomes for employee and organisation - CORRECT ANSWER - burn
out - inadequate supply of talent
longer hours- increased over time costs
increased pressure - production delays
Labour surplus outcomes for employee and organisation - CORRECT ANSWER - rust
out- excessive payroll costs
Job insecurity- employees under utulised
decresed moral- low productivity
Proactive vs reactive planning EXAM - CORRECT ANSWER - Proactive- When
managers anticipate problems and take corrective measures to minimise their effect.
Reactive- When managers wait until a problem occurs before taking action.
and CORRECT Answers
What is Strategic HRM? - CORRECT ANSWER - the productive use of people in
achieving the organsations strategic objectives and the satisisfaction of indiivudal employee
needs
Pfeffers 7 dimensions of effective poeple management are?
E, R, S, H, E, R, S - CORRECT ANSWER -
3 skill motivating factors - CORRECT ANSWER - 1. rigorous selection
2. extensive training
Comprehensive recruitment
2 Appriaches to HRM - CORRECT ANSWER - Instrumental: Rational, quantitative and
strategic aspects of managing HR. Performance/ competitve improvement are highlighted
Humanistic: Recognises the integration of HR policies with the organisations startegic objectives
but emphasises employee development, collaboration, participation, trust and informed choice
strategic partner - CORRECT ANSWER - HR managers being an essential part of the
management team; running an organisation and contributing to the achievement of the
organisations objectives by transalting business strategy into action
ARTICLE 1: Jian,Lepak, Hu and Baer 2012 summary - CORRECT ANSWER -3
dimensions of HR systems are skill enhancing, motivation enhancing and opportunity enhancing
= positively relate to human capital and employee motivation. The 3 both (in)directly influenced
financial outcomes through human capitol and employee motivation as well as voluntary
turnover and operational outcomes
,2 main HR outcomes (A1) - CORRECT ANSWER - Distal organsiational
outcomes:Voluntary turnover, operational outcomes and financial outcomes. Operational being;
organizational operation, including P, PQ, QOS and I. Financial being; the fulfillment of the
economic goals of organisation AND
Proximal organisational outcomes Human capital and motivation
Ability motivation opportunity model - CORRECT ANSWER - 3 Dimensions of HR
systems SE, ME AND OE
Skill enhancing: - CORRECT ANSWER - recruitment, selection and training. Skill-
enhancing HR practices are designed to ensure appropriately skilled employees; they include
comprehensive recruitment, rigorous selection, and extensive training.
.Motivation enhancing - CORRECT ANSWER - Competitive compensation, incentives
and rewards, job benefits and job security. Motivation-enhancing HR practices are implemented
to enhance employee motivation. Typical ones include developmental performance management,
competitive compensation, incentives and rewards, extensive benefits, promotion and career
development, and job security.
Opportunity enhancing: - CORRECT ANSWER - Flexible work design, Team work,
decision making opportunities. Opportunity-enhancing HR practices are designed to empower
employees to use their skills and motivation to achieve organizational objectives. Practices such
as flexible job design, work teams, employee involvement, and information sharing are generally
used to offer these opportunities.
Implications: - CORRECT ANSWER - To retain talent employees and realize operational
and financial objectives organization need to use HR practices to enhance both employee skills
and motivation at work It is suggested that organizations maximize the return on their
investments in HRM by using appropriate HR practices to the specific dimensions
Human Capitol: - CORRECT ANSWER - The value of the people in the organisation.
KSAO: - CORRECT ANSWER - Knowledge, Skills, Ability and Other characteristics
,8 roles of HR Managers - CORRECT ANSWER - Talent Manager
HR Functional Expert
Organisatio Ambassador
Employee Advocate
Legal Advisor
Change agent
Board and senior executive resouce council
Strategic Partner
HRM Strategies - CORRECT ANSWER - growth, rerenchment and stability
SMART goals - CORRECT ANSWER - specific, measurable, attainable, relevant and time
based
Work Force Trends - CORRECT ANSWER - Aging Workforce: 40% will retire in 5 years,
Women - increase participation, lower rep, dual earner careers,
rising education levels - overqualifictaion,
^ Foriegn Born employees - 30% aussies working overseas
Casulaisation: gigwork- Brain Drain
Brain Drain - CORRECT ANSWER - Knowledge workers leave for more opportunity
HR Challenges - CORRECT ANSWER - HR managers need to be startegic contributors,
be employees voice, professional competence and constantly demonstrate the connection
between HR, organisational performance and employee wellbeing
, Organisational/HR planning - CORRECT ANSWER - Systematically idenitfying what
must be done to gurantee the availability of the HR's required by an organisation to meet
business objectives
HR planning ensures that; - CORRECT ANSWER - available talent is correctly allocated,
labour costs are controlled, # staff is appropriate and talented employees are retained
Employment planning - CORRECT ANSWER - The process of systematically reviewing
HR requirements to ensure that the REQUIRED number of employees with the appropriate
KNOWLEDGE SKILLS and ABILITIES are available when needed
labour shortage - CORRECT ANSWER - Where a business finds it does not have
sufficient employees in number, or with the right skills and experience, for its needs
a labour surplus - CORRECT ANSWER - the internal supply of employees exceeds the
organization's forecasted demand
Labour shortages outcomes for employee and organisation - CORRECT ANSWER - burn
out - inadequate supply of talent
longer hours- increased over time costs
increased pressure - production delays
Labour surplus outcomes for employee and organisation - CORRECT ANSWER - rust
out- excessive payroll costs
Job insecurity- employees under utulised
decresed moral- low productivity
Proactive vs reactive planning EXAM - CORRECT ANSWER - Proactive- When
managers anticipate problems and take corrective measures to minimise their effect.
Reactive- When managers wait until a problem occurs before taking action.
