TEST BANK Human Resource Management 11th Edition
m m m m m m
Chapterm1m:mEvolutionmof mStrategicmHumanmResourcemManagement
TRUE/FALSE
1. Regardlessmofmthemparticularmresourcememphasisminmanmindustry,mthemhuman mresourcemof
man morganisation mismalmostmalways mthe mkeymingredientmformthatmorganisation’s msuccess.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Introduction
2. Duemto mtheirmcomplexmblendmofmrationalmand memotionalmcharacteristics,mhuman mresourcesmaremthem
mostmpredictable mresource.
ANS:m F PTS:m m 1 DIF: Easy TOP:m Introduction
3. Itmismimportantmthatmthemhumanmresourcemismmanagedmeffectively,mequitably,mandmethically minmorde
rmto machieve morganisationalmobjectives.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Introduction
4. Globalisation,mormthemgrowingminterconnectednessmofmeconomiesmacrossmthemworld,mismamma
jormchallengemto mbusinessesmand mhasmseriousmimplicationsmin mrelation mto man morganisation’sm
human mresource mmanagement.
ANS:m T PTS:m m 1 DIF: Moderate TOP:m Globalisation
5. Globalisationmhasmbegunmto mfashion mnewmkindsmofmjobs,mnewmformsmofmworkplacesmandmm
oreminnovative mapproachesmto mallmhuman mresource mmanagementmprocesses.
ANS:m T PTS:m m 1 DIF: Moderate TOP:m Globalisation
6. Globalisationmismalwaysmampositivemdevelopmentmformbusinessesmandmhasmhad mnomnegat
ivemconsequencesmrelatingmto mhuman mresource mmanagementmprocesses.
ANS:m F PTS:m m 1 DIF: Moderate TOP:m Globalisation
7. Both mthemTrans-
Pacific mPartnership m(TPP2)mand mthemASEANmEconomicmCommunity m(AEC)maremglobalmdevelop
mentsmthatmwillmnotmsignificantlymaffectmthemlabourmmarketsmin mAustraliamand mthemAsiamPacific.
ANS:m F PTS:m m 1 DIF: Moderate TOP:m Globalisation
8. Themimpactmofmnewmtechnology monmallmindustries,mworkplacesmand mjobsmwillmposemamseriousmchalle
ngemin mrelation mto mthemstrategicmhuman mresource mmanagementmof mpeople.
ANS:m T PTS:m 1 DIF: Moderate TOP:m Newmtechnology m–
mthe mFourth mIndustrialmRevolution
9. ThemFourth mIndustrialmRevolutionm(FIR,mormIndustrym4.0),mormthemdigitalmtransformation mofmsociety m
and mbusinessmwillmposemamseriousmchallengemin mrelation mtomstrategicmhumanmresourcemmanagementm
of mpeople.
ANS:m T PTS:m 1 DIF: Moderate TOP:m Newmtechnology m–
mthe mFourth mIndustrialmRevolution
10. ThemoutcomemofmthemFourth mIndustrialmRevolutionm(FIR,mormIndustrym4.0)mhasmbeenmoverstated m
and mwillmnotmsignificantly mimpactmallmstrategicmhuman mresource mmanagementmfunctions.
ANS:m F PTS:m 1 DIF: Moderate TOP:m Newmtechnology m–
mthe mFourth mIndustrialmRevolution
11. Themperceivedmgapsmbetweenmemployers’mskillsmrequirementsmand mpotentialmemployees’mco
mpetenciesmand mcapabilitiesm(ormgraduate mwork-
readiness)mwillmcontinuemtombeman mimportantmchallengemfacingmmany mworkplacesmand mtheirm
HRmprofessionals.
ANS:m T PTS:m 1 DIF: Moderate TOP:m Newmtechnology m–
mthe mFourth mIndustrialmRevolution
,12. ThemFourth mIndustrialmRevolutionm(FIR,mormIndustrym4.0)mwillmbemammajormdrivermofminvestmentsmin
mthe mskills mandmorganisationalmcapacities mbutmwillmnotmsignificantlymimpactmthemhumanmresource mm
anagementmof mpeople.
ANS:m F PTS:m 1 DIF: Moderate TOP:m Newmtechnology m–
mthe mFourth mIndustrialmRevolution
13. Personnelmmanagementmrefersmto mamsetmofmfunctionsmormactivitiesmwhichmaremperformedmeffectiv
ely mwith mgreatmrelationshipmbetweenmthemvariousmactivitiesmandmbearingmin mmindmthemoverallmor
ganisationalmobjectives.
ANS:m F PTS:m 1 DIF: Moderate
TOP:m Developmentmand mconceptsmof mSHRM
14. ThemClassicalmSchoolm(orm‘ScientificmManagement’)mproposed mammodelmtomexaminemthemnature
mof mwork mwhich mputmemphasismonmthemjobmitselfmandmthemefficientmadaptation mofmworkers mtomw
ork mprocesses.
ANS:m T PTS:m 1 DIF: Moderate
TOP:m Developmentmand mconceptsmof mSHRM
15. ThemBehaviouralmSchoolmproposedmammodelmto mexaminemthemnaturemofmworkmwhichmfocused
mon mworkers, mandmthemsatisfactionmofmtheirmneedsmto machieve mgreatermorganisationalmproduct
ivity.mANS:m T PTS:m 1 DIF: Moderate
TOP:m Developmentmand mconceptsmof mSHRM
16. Australia mdevelopedmamwagesmand mworkingmconditionsmsystemmthemsamemasminmthemUnited mKingd
ommand mthemUnitesmStates,mbased mon mmandated mconditions.
ANS:m F PTS:m 1 DIF: Moderate
TOP:m Developmentmand mconceptsmof mSHRM
17. In mAustralia,mpriormto mWorldmWarmII,mpersonnelmmanagementmfunctionsmweremlargelymhandled mby m
linemmanagers.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Stagemonem(1900-1940s):
welfare mand madministration
18. DuringmWorld mWarmII,mskilled mworkersmweremhard mtomrecruitmpromptingmanmincreased mprovisio
n mof mwelfare mservicesmto memployees.
ANS:m T PTS:m 1 DIF: Moderate TOP:m Stagemtwo m(1940s–
mid-m1970s):mwelfare,madministration, mstaffingmand mtraining
19. ThemConciliationmand mArbitrationmActm1904 mlegislatedmthemestablishmentmofmAustralia’smindustr
ialmrelationsmstructure matmamnationalmlevel.
ANS:m T PTS:m 1 DIF: Easy TOP:m Stagemtwo m(1940s–
mid-m1970s):mwelfare,madministration, mstaffingmand mtraining
20. SHRMmrecastsmemployeesmasmhumanmresourcesmwhomaremvitalmorganisationalmassetsmpossessi
ngmknowledge,mskills,maptitudesmand mfuture mpotential.
ANS:m T PTS:m 1 DIF: Easy TOP:m Stagemthreem(mid-
1970s– mlatem1990s):mHRMmand mSHRM
21. SHRMmfocusesmon mshort-term,mreactive,mad-hocmand mmarginalmplanning.
ANS:m F PTS:m 1 DIF: Moderate TOP:m Stagemthreem(mid-
1970s– mlatem1990s):mHRMmand mSHRM
22. RegardlessmofmwhatmthatmthemfuturemholdsmformSHRM,mHRMmrolesmwillmlikely mremainmunchan
ged.mANS:m F PTS:m 1 DIF: Moderate
TOP:m Stagemfourm(2000 monwards):mSHRMminto mthemfuture
,23. Thememploymentmcontractmconsistsmofmtwo mcontracts:mthemlegalmcontractmandmthemsocialmcontr
act.mANS:m F PTS:m 1 DIF: Moderate
TOP:m Themchangingmemploymentmcontractm–
mlegal, msocialmand mpsychological
24. ItmismimportantmthatmHRmprofessionalsmdevelop mcommitment-
oriented mHRMmpracticesmthatmsupportmemployeesmasmwellmasmsupportmmanagersmin mtheirmemploy
eemrelationships.
ANS:m T PTS:m 1 DIF: Moderate
TOP:m Themchangingmemploymentmcontractm–
mlegal, msocialmand mpsychological
25. SHRMmemphasisesmthemneedmformHRmplansmand mstrategiesmtombemformulatedmwithin mthemcontex
tmof moverallmorganisationalmstrategiesmand mobjectives.
ANS:m T PTS:m m 1 DIF: Moderate TOP:m SHRM
26. AmstrongmimplicationmofmSHRMmtheorymismthatmHRmplansmand mstrategiesmaremdevelopedmon mamlong-
termmbasismtakingmintomaccountmchangesminmsociety,mindustrialmrelationsmsystems,meconomicmconditi
ons,mlegislation,mglobalmand mtechnologicalmissues.
ANS:m T PTS:m m 1 DIF: Moderate TOP:m SHRM
27. Amkey mfocusmofmSHRMmismtomcontributemtomorganisationalmeffectivenessmby mensuringmthatm
HRmstrategiesmand mpoliciesmsupportmdesired mpoliticalmoutcomes.
ANS:m F PTS:m m 1 DIF: Moderate TOP:m SHRM
28. FrommamSHRMmperspective,mthemresource-
based mviewm(RBV)mincludesmthemmajormhuman mresourcesmcomponentsmofmemployees’mknowledg
e,mcapabilitiesmand mdynamic mcapabilities.
ANS:m T PTS:m m 1 DIF: Moderate TOP:m SHRM
29. Regardlessmofmthemchoicemofmbusinessmstrategy,mthemHRMmspecialistsmmustmdevisemstrategiesmthat
mincorporate mcomprehensive mSHRMmapproachesmalignedmwithmdesired moverallmgoalsmand mobjecti
ves.mANS:m T PTS:m 1 DIF: Moderate
TOP:m Businessmstrategy mand mSHRM
30. ThemHarvard mmodelmofmSHRMmexplainsmHRMmasmamsetmofmnarrowmstrategicmchoicesminmresponsemto
mthe mdemands mofmorganisationalmcharacteristics mwithin mthe mcontextmofmthe minternalmlabourmmarketma
nd msocial,meconomic mand mpoliticalmconditions.
ANS:m F PTS:m m 1 DIF: Moderate TOP:m SHRMmmodels
31. AmsinglemmodelmofmSHRMmwillmnotmbemappropriatemformallmenvironmentsmsincemSHRMmmodelsmass
umemthatmHRmprocessesmtakemplacemwithin mthemnational,mindustrymand mindustrialmrelationsmcontexts.
ANS: T PTS: 1 DIF: Moderate TOP: HRMm–
ma munitaristmormpluralistmapproach mto mthe memploymentmrelationship?
32. Differingmnationalmormindustrymenvironmentsmaremreflectedmin mboth m‘hard’mand m‘soft’mH
RMmapproaches.
ANS:m T PTS:m m 1 DIF: Easy TOP:m ‘Hard’morm‘soft’mHRM?
33. ‘Hard’mHRMmrefersmtomHRmprocessesmwhich mfocusmonmtheminvolvementmandmengagement
mof memployees mthrough mconsultation, mempowerment,mcommitmentmandmcommunication.
ANS:m F PTS:m m 1 DIF: Easy TOP:m ‘Hard’morm‘soft’mHRM?
34. ThemrelationshipmbetweenmHRMmand mindustrialmrelationsmismheavily minfluenced mbymnational,mindus
try mand mworkplace mcontexts.
ANS:m T PTS:m 1 DIF: Easy
TOP:m SHRMmand mindustrialmrelations
, 35. SIHRMmhasmexpandedmto mincludemnotmonlymmultinationalmenterprisembutmalsomcomparative mH
RMm(between mcountries)mand mthemmanagementmof mexpatriates.
ANS:m T PTS:m 1 DIF: Easy
TOP:m Strategicminternationalmhuman mresource mmanagement
36. To maddressmrecentmcriticismsmofmSHRM,mitmhasmbecomemclearmthatmSHRMmmustmadoptmamflexible
mbutmstrategic mperspective, mthus massuringma mfitmbetween mHRmstrategies mand mpractices.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Criticsmof mSHRM
37. SomemresearchmonmthemapplicationmofmSHRMmtheory mhasmdefinitivelymconcluded mthatmtheremismno m
evidencemlinkingmHRMmtomstrategicmplanningmprocessesmand mthatmHRMmexecutivesmaddedmno mvalu
emto mthemtop mmanagementmteam.
ANS:m F PTS:m 1 DIF: Easy TOP:m SHRMm–
mresearch mevidence
38. Itmismhighly munlikelymthatmthemHRmprofessionalmrolesmandmpracticesmwillmbemaffectedmby mthemproje
cted mchangesmin mfuturemworkplaces, mjobsmand mtheirmassociated mskillsmand mcompetencies.
ANS:m F PTS:m m 1 DIF: Easy TOP:m NewmSHRMmapproaches
39. HRmpractitionersmwillmoperate mexclusively matmthemoperationalmlevelmin man morganisation.
ANS:m F PTS:m 1 DIF: Moderate
TOP:m SHRM:mRoles,mfunctionsmand methicalmprinciples
40. ThemfocusmofmHRMmismthemmanagementmofmemployeesmformthemorganisation’smbenefit.
mANS:m F PTS:m 1 DIF: Easy TOP:m Introduction
41. Globalisationmismofmimportancemmainly mtomthemmarketingmandmfinancialmaspectsmofmambusin
essmANS:m F PTS:m 1 DIF: Easy TOP:m Introduction
42. An mAssociation mof mSoutheastmAsian mNationsm(ASEAN)mEconomicmCommunity m(similarmto mthemE
U)mwould mprovidemchallengesmand mopportunitiesmin mrelationmto mthemattraction,mretention mand mmob
ility mof mtalented mworkers.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Introduction
43. Personnelmmanagementmhasmitsmoriginsmin mAustralia.
ANS:m F PTS:m 1 DIF: Easy
TOP:m Developmentmand mconceptsmof mSHRM
44. Employeesmasmstakeholdersmofmthemorganisationmaremseekingmcompetence mandmcommitmen
t.mANS:m T PTS:m 1 DIF: Moderate
TOP:m Stagemfourm(2000 monwards):mSHRMminto mthemfuture
45. To msurvive,mHRmmustmdemonstrate mthatmitmismaddingmvaluemto mkey mstakeholdersm–
memployees, mcustomers, mline mmanagers mand mshareholders.
ANS:m T PTS:m 1 DIF: Moderate
TOP:m Stagemfourm(2000 monwards):mSHRMminto mthemfuture
46. Thempurposemofmthemlegalmcontractmbetween man memployermandmemployeemdetailsmthememployee’smri
ghtsmand mresponsibilities.
ANS:m F PTS:m 1 DIF: Moderate
TOP:m Themchangingmemploymentmcontractm–
mlegal, msocialmand mpsychological
47. Practicalmapplicationmofmthempsychologicalmcontractmmightmincludemhealth mand msafety;mwork–
lifembalance;memployee mwellbeing,mcounsellingmand msupportmpoliciesmand mprograms.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Themchanging
m m m m m m
Chapterm1m:mEvolutionmof mStrategicmHumanmResourcemManagement
TRUE/FALSE
1. Regardlessmofmthemparticularmresourcememphasisminmanmindustry,mthemhuman mresourcemof
man morganisation mismalmostmalways mthe mkeymingredientmformthatmorganisation’s msuccess.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Introduction
2. Duemto mtheirmcomplexmblendmofmrationalmand memotionalmcharacteristics,mhuman mresourcesmaremthem
mostmpredictable mresource.
ANS:m F PTS:m m 1 DIF: Easy TOP:m Introduction
3. Itmismimportantmthatmthemhumanmresourcemismmanagedmeffectively,mequitably,mandmethically minmorde
rmto machieve morganisationalmobjectives.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Introduction
4. Globalisation,mormthemgrowingminterconnectednessmofmeconomiesmacrossmthemworld,mismamma
jormchallengemto mbusinessesmand mhasmseriousmimplicationsmin mrelation mto man morganisation’sm
human mresource mmanagement.
ANS:m T PTS:m m 1 DIF: Moderate TOP:m Globalisation
5. Globalisationmhasmbegunmto mfashion mnewmkindsmofmjobs,mnewmformsmofmworkplacesmandmm
oreminnovative mapproachesmto mallmhuman mresource mmanagementmprocesses.
ANS:m T PTS:m m 1 DIF: Moderate TOP:m Globalisation
6. Globalisationmismalwaysmampositivemdevelopmentmformbusinessesmandmhasmhad mnomnegat
ivemconsequencesmrelatingmto mhuman mresource mmanagementmprocesses.
ANS:m F PTS:m m 1 DIF: Moderate TOP:m Globalisation
7. Both mthemTrans-
Pacific mPartnership m(TPP2)mand mthemASEANmEconomicmCommunity m(AEC)maremglobalmdevelop
mentsmthatmwillmnotmsignificantlymaffectmthemlabourmmarketsmin mAustraliamand mthemAsiamPacific.
ANS:m F PTS:m m 1 DIF: Moderate TOP:m Globalisation
8. Themimpactmofmnewmtechnology monmallmindustries,mworkplacesmand mjobsmwillmposemamseriousmchalle
ngemin mrelation mto mthemstrategicmhuman mresource mmanagementmof mpeople.
ANS:m T PTS:m 1 DIF: Moderate TOP:m Newmtechnology m–
mthe mFourth mIndustrialmRevolution
9. ThemFourth mIndustrialmRevolutionm(FIR,mormIndustrym4.0),mormthemdigitalmtransformation mofmsociety m
and mbusinessmwillmposemamseriousmchallengemin mrelation mtomstrategicmhumanmresourcemmanagementm
of mpeople.
ANS:m T PTS:m 1 DIF: Moderate TOP:m Newmtechnology m–
mthe mFourth mIndustrialmRevolution
10. ThemoutcomemofmthemFourth mIndustrialmRevolutionm(FIR,mormIndustrym4.0)mhasmbeenmoverstated m
and mwillmnotmsignificantly mimpactmallmstrategicmhuman mresource mmanagementmfunctions.
ANS:m F PTS:m 1 DIF: Moderate TOP:m Newmtechnology m–
mthe mFourth mIndustrialmRevolution
11. Themperceivedmgapsmbetweenmemployers’mskillsmrequirementsmand mpotentialmemployees’mco
mpetenciesmand mcapabilitiesm(ormgraduate mwork-
readiness)mwillmcontinuemtombeman mimportantmchallengemfacingmmany mworkplacesmand mtheirm
HRmprofessionals.
ANS:m T PTS:m 1 DIF: Moderate TOP:m Newmtechnology m–
mthe mFourth mIndustrialmRevolution
,12. ThemFourth mIndustrialmRevolutionm(FIR,mormIndustrym4.0)mwillmbemammajormdrivermofminvestmentsmin
mthe mskills mandmorganisationalmcapacities mbutmwillmnotmsignificantlymimpactmthemhumanmresource mm
anagementmof mpeople.
ANS:m F PTS:m 1 DIF: Moderate TOP:m Newmtechnology m–
mthe mFourth mIndustrialmRevolution
13. Personnelmmanagementmrefersmto mamsetmofmfunctionsmormactivitiesmwhichmaremperformedmeffectiv
ely mwith mgreatmrelationshipmbetweenmthemvariousmactivitiesmandmbearingmin mmindmthemoverallmor
ganisationalmobjectives.
ANS:m F PTS:m 1 DIF: Moderate
TOP:m Developmentmand mconceptsmof mSHRM
14. ThemClassicalmSchoolm(orm‘ScientificmManagement’)mproposed mammodelmtomexaminemthemnature
mof mwork mwhich mputmemphasismonmthemjobmitselfmandmthemefficientmadaptation mofmworkers mtomw
ork mprocesses.
ANS:m T PTS:m 1 DIF: Moderate
TOP:m Developmentmand mconceptsmof mSHRM
15. ThemBehaviouralmSchoolmproposedmammodelmto mexaminemthemnaturemofmworkmwhichmfocused
mon mworkers, mandmthemsatisfactionmofmtheirmneedsmto machieve mgreatermorganisationalmproduct
ivity.mANS:m T PTS:m 1 DIF: Moderate
TOP:m Developmentmand mconceptsmof mSHRM
16. Australia mdevelopedmamwagesmand mworkingmconditionsmsystemmthemsamemasminmthemUnited mKingd
ommand mthemUnitesmStates,mbased mon mmandated mconditions.
ANS:m F PTS:m 1 DIF: Moderate
TOP:m Developmentmand mconceptsmof mSHRM
17. In mAustralia,mpriormto mWorldmWarmII,mpersonnelmmanagementmfunctionsmweremlargelymhandled mby m
linemmanagers.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Stagemonem(1900-1940s):
welfare mand madministration
18. DuringmWorld mWarmII,mskilled mworkersmweremhard mtomrecruitmpromptingmanmincreased mprovisio
n mof mwelfare mservicesmto memployees.
ANS:m T PTS:m 1 DIF: Moderate TOP:m Stagemtwo m(1940s–
mid-m1970s):mwelfare,madministration, mstaffingmand mtraining
19. ThemConciliationmand mArbitrationmActm1904 mlegislatedmthemestablishmentmofmAustralia’smindustr
ialmrelationsmstructure matmamnationalmlevel.
ANS:m T PTS:m 1 DIF: Easy TOP:m Stagemtwo m(1940s–
mid-m1970s):mwelfare,madministration, mstaffingmand mtraining
20. SHRMmrecastsmemployeesmasmhumanmresourcesmwhomaremvitalmorganisationalmassetsmpossessi
ngmknowledge,mskills,maptitudesmand mfuture mpotential.
ANS:m T PTS:m 1 DIF: Easy TOP:m Stagemthreem(mid-
1970s– mlatem1990s):mHRMmand mSHRM
21. SHRMmfocusesmon mshort-term,mreactive,mad-hocmand mmarginalmplanning.
ANS:m F PTS:m 1 DIF: Moderate TOP:m Stagemthreem(mid-
1970s– mlatem1990s):mHRMmand mSHRM
22. RegardlessmofmwhatmthatmthemfuturemholdsmformSHRM,mHRMmrolesmwillmlikely mremainmunchan
ged.mANS:m F PTS:m 1 DIF: Moderate
TOP:m Stagemfourm(2000 monwards):mSHRMminto mthemfuture
,23. Thememploymentmcontractmconsistsmofmtwo mcontracts:mthemlegalmcontractmandmthemsocialmcontr
act.mANS:m F PTS:m 1 DIF: Moderate
TOP:m Themchangingmemploymentmcontractm–
mlegal, msocialmand mpsychological
24. ItmismimportantmthatmHRmprofessionalsmdevelop mcommitment-
oriented mHRMmpracticesmthatmsupportmemployeesmasmwellmasmsupportmmanagersmin mtheirmemploy
eemrelationships.
ANS:m T PTS:m 1 DIF: Moderate
TOP:m Themchangingmemploymentmcontractm–
mlegal, msocialmand mpsychological
25. SHRMmemphasisesmthemneedmformHRmplansmand mstrategiesmtombemformulatedmwithin mthemcontex
tmof moverallmorganisationalmstrategiesmand mobjectives.
ANS:m T PTS:m m 1 DIF: Moderate TOP:m SHRM
26. AmstrongmimplicationmofmSHRMmtheorymismthatmHRmplansmand mstrategiesmaremdevelopedmon mamlong-
termmbasismtakingmintomaccountmchangesminmsociety,mindustrialmrelationsmsystems,meconomicmconditi
ons,mlegislation,mglobalmand mtechnologicalmissues.
ANS:m T PTS:m m 1 DIF: Moderate TOP:m SHRM
27. Amkey mfocusmofmSHRMmismtomcontributemtomorganisationalmeffectivenessmby mensuringmthatm
HRmstrategiesmand mpoliciesmsupportmdesired mpoliticalmoutcomes.
ANS:m F PTS:m m 1 DIF: Moderate TOP:m SHRM
28. FrommamSHRMmperspective,mthemresource-
based mviewm(RBV)mincludesmthemmajormhuman mresourcesmcomponentsmofmemployees’mknowledg
e,mcapabilitiesmand mdynamic mcapabilities.
ANS:m T PTS:m m 1 DIF: Moderate TOP:m SHRM
29. Regardlessmofmthemchoicemofmbusinessmstrategy,mthemHRMmspecialistsmmustmdevisemstrategiesmthat
mincorporate mcomprehensive mSHRMmapproachesmalignedmwithmdesired moverallmgoalsmand mobjecti
ves.mANS:m T PTS:m 1 DIF: Moderate
TOP:m Businessmstrategy mand mSHRM
30. ThemHarvard mmodelmofmSHRMmexplainsmHRMmasmamsetmofmnarrowmstrategicmchoicesminmresponsemto
mthe mdemands mofmorganisationalmcharacteristics mwithin mthe mcontextmofmthe minternalmlabourmmarketma
nd msocial,meconomic mand mpoliticalmconditions.
ANS:m F PTS:m m 1 DIF: Moderate TOP:m SHRMmmodels
31. AmsinglemmodelmofmSHRMmwillmnotmbemappropriatemformallmenvironmentsmsincemSHRMmmodelsmass
umemthatmHRmprocessesmtakemplacemwithin mthemnational,mindustrymand mindustrialmrelationsmcontexts.
ANS: T PTS: 1 DIF: Moderate TOP: HRMm–
ma munitaristmormpluralistmapproach mto mthe memploymentmrelationship?
32. Differingmnationalmormindustrymenvironmentsmaremreflectedmin mboth m‘hard’mand m‘soft’mH
RMmapproaches.
ANS:m T PTS:m m 1 DIF: Easy TOP:m ‘Hard’morm‘soft’mHRM?
33. ‘Hard’mHRMmrefersmtomHRmprocessesmwhich mfocusmonmtheminvolvementmandmengagement
mof memployees mthrough mconsultation, mempowerment,mcommitmentmandmcommunication.
ANS:m F PTS:m m 1 DIF: Easy TOP:m ‘Hard’morm‘soft’mHRM?
34. ThemrelationshipmbetweenmHRMmand mindustrialmrelationsmismheavily minfluenced mbymnational,mindus
try mand mworkplace mcontexts.
ANS:m T PTS:m 1 DIF: Easy
TOP:m SHRMmand mindustrialmrelations
, 35. SIHRMmhasmexpandedmto mincludemnotmonlymmultinationalmenterprisembutmalsomcomparative mH
RMm(between mcountries)mand mthemmanagementmof mexpatriates.
ANS:m T PTS:m 1 DIF: Easy
TOP:m Strategicminternationalmhuman mresource mmanagement
36. To maddressmrecentmcriticismsmofmSHRM,mitmhasmbecomemclearmthatmSHRMmmustmadoptmamflexible
mbutmstrategic mperspective, mthus massuringma mfitmbetween mHRmstrategies mand mpractices.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Criticsmof mSHRM
37. SomemresearchmonmthemapplicationmofmSHRMmtheory mhasmdefinitivelymconcluded mthatmtheremismno m
evidencemlinkingmHRMmtomstrategicmplanningmprocessesmand mthatmHRMmexecutivesmaddedmno mvalu
emto mthemtop mmanagementmteam.
ANS:m F PTS:m 1 DIF: Easy TOP:m SHRMm–
mresearch mevidence
38. Itmismhighly munlikelymthatmthemHRmprofessionalmrolesmandmpracticesmwillmbemaffectedmby mthemproje
cted mchangesmin mfuturemworkplaces, mjobsmand mtheirmassociated mskillsmand mcompetencies.
ANS:m F PTS:m m 1 DIF: Easy TOP:m NewmSHRMmapproaches
39. HRmpractitionersmwillmoperate mexclusively matmthemoperationalmlevelmin man morganisation.
ANS:m F PTS:m 1 DIF: Moderate
TOP:m SHRM:mRoles,mfunctionsmand methicalmprinciples
40. ThemfocusmofmHRMmismthemmanagementmofmemployeesmformthemorganisation’smbenefit.
mANS:m F PTS:m 1 DIF: Easy TOP:m Introduction
41. Globalisationmismofmimportancemmainly mtomthemmarketingmandmfinancialmaspectsmofmambusin
essmANS:m F PTS:m 1 DIF: Easy TOP:m Introduction
42. An mAssociation mof mSoutheastmAsian mNationsm(ASEAN)mEconomicmCommunity m(similarmto mthemE
U)mwould mprovidemchallengesmand mopportunitiesmin mrelationmto mthemattraction,mretention mand mmob
ility mof mtalented mworkers.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Introduction
43. Personnelmmanagementmhasmitsmoriginsmin mAustralia.
ANS:m F PTS:m 1 DIF: Easy
TOP:m Developmentmand mconceptsmof mSHRM
44. Employeesmasmstakeholdersmofmthemorganisationmaremseekingmcompetence mandmcommitmen
t.mANS:m T PTS:m 1 DIF: Moderate
TOP:m Stagemfourm(2000 monwards):mSHRMminto mthemfuture
45. To msurvive,mHRmmustmdemonstrate mthatmitmismaddingmvaluemto mkey mstakeholdersm–
memployees, mcustomers, mline mmanagers mand mshareholders.
ANS:m T PTS:m 1 DIF: Moderate
TOP:m Stagemfourm(2000 monwards):mSHRMminto mthemfuture
46. Thempurposemofmthemlegalmcontractmbetween man memployermandmemployeemdetailsmthememployee’smri
ghtsmand mresponsibilities.
ANS:m F PTS:m 1 DIF: Moderate
TOP:m Themchangingmemploymentmcontractm–
mlegal, msocialmand mpsychological
47. Practicalmapplicationmofmthempsychologicalmcontractmmightmincludemhealth mand msafety;mwork–
lifembalance;memployee mwellbeing,mcounsellingmand msupportmpoliciesmand mprograms.
ANS:m T PTS:m m 1 DIF: Easy TOP:m Themchanging
