Hrm Essay Exam Questions

VENUE: THE UNIVERSITY - SEAT NUMBER: ~ ?~s ~~~~~SLAND STUDENT NUMBER: STUDENT NAME: Family Name First Name SAMPLE EXAMINATION PAPER SAMPLE EXAMINATION PAPER Semester Two 2011 St Lucia Campus MGTS2604 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT The final examination paper for this semester was exempted from release. This sample paper is in a format similar to that of the final examination paper{ p~~v~ ' ··, ' ,, ;:' ' PERUSAL TIME 10 mins. During perusal, write on the blank paper WRITING TIME 1:30 Hours EXAMINER Peter Howells ' "/ ' This examination paper has (' ., J ' " ' 5 pages (not including the title page),. and·1· printec;:l Double-Sided " THIS EXAMINATION PAPER MUST NOT BE REMO)lEG'FRO~ TJtE E~MI,NATION ROOM 'l _,/ . Exam Type: ! \' .. ' I Closed Book - No materials"'ftermitted / Examiner's use ONLY Question Mark '·' """ Calculator - No calcuJatorypermitted 1 • Permitted Materials: / Dictionary - No ,, \· ' .. · ).. .\. '-..,, Other- / " '"<. ...,.c" <' (, ·' ~ \ - No elec~ronic.~ids ar1 permitted (e.g. laptops, phones) " Answer: (Where Part.-cA (on True7f:~Jse Multiple Choice Answer Sheet students should write answers) Pah ,., I' I , /r~ . . .. . I B"&r. Writing"booklet -~ ) "<~._;\ \ I 1\'. Other Ins ructign:s: -~ ,..-"'. \ t. i , _/ -.1 <:. <('/· Total Number of Questions: (for the 35 whole examination) Total Number of Marks 50 total marks I TOTAL Students must comply with the General Award Rules 1A.5 and 1A.7 which outline the responsibilities of students during an examination. I MGTS2604: Introduction to Human Resource Management - Sample Examination paper, Semester 2, 2011 Part A - Multiple Choice Questions Answer all of the following 30 multiple choice questions. Each question is worth 0.5 points. 1 Which of the following best describes HRM: a) the focus of human resource management (HRM) is on managing people within the employer-employee relationship b) the focus ofHRM is on achieving an organisation's goals by using its employees efficiently c) HRM is concerned with having the right people in the right place at the right time d) HRM is a set of activities relating to the coordination of an organisation's human resources 2 According to your textbook, in many organisations, HR managers have not been accepted as full strategic business partners because: a) they are primarily concerned with issues of employee welfare b) they often fail to align human resource strategies, policies and practices with business strategies c) they are concerned with developing people skills and pay little, if any, attention to the 'bottom line' d) they perform activities that are not considered to be essential to the success of the business 3 When HRM is focused on employee recreation and employee maintenance: a) it is fulfilling the important roles in organisations for which it was created b) it will be primarily concerned to see that employment legislation is implemented c) it will ensure that employees are highly motivated and rewarded fairly d) it is regarded as a cost and largely irrelevant to the success of the business 4 Which of the following is NOT a critical factor in HR professionals successfully fulfilling the role of a strategic partner: . a) demonstrating how HRM improves business performance and reduces costs b) the ability to translate business strategy into action c) putting the needs and demands of management above those of the employees d) being part of the top management team in the organisation 5 When it comes to the adoption of sophisticated HRM policies and practices, research suggests that Australian firms: a) are leading the world b) lag behind overseas firms c) imitate overseas practices d) are hindered by government legislation 6 An HR plan should be focused on: a) future employee supply and employer demand b) the organisation's strategic and operational plans c) direct and indirect labour and management costs d) the annual financial position of the organisation 7 According to Stone, linking HR planning with corporate strategy allows the HR manager: a) to understand the role he/she plays within the organisation b)to influence the future structure ofthe organisation's management c) to anticipate and influence the future HR requirements of the organisation d) to more clearly understand the impact of increased global competition Page 1 of 5 MGTS2604: Introduction to Human Resource Management - Sample Examination paper, Semester 2, 2011 8 Which of the following generations in the Australian workforce is motivated by long-term job security, promotion and salary? a) generation X b) generation Y c) baby boomers d) veterans 9 The technique which involves building complex computer models to simulate future events based on probability and multiple assumptions is: a) trend projection b) econometric modelling c) time-line analysis d) projected growth analysis I 0 HRIMS is a critical tool for: a) recording employee personnel and work related data b) managing employee annual leave entitlements c) monitoring the !llOVement of employees within the organisation d) integrating HR information into the business strategy II State and territory government legislation that prescribes minimum conditions of employment are known as: a) statutes b) formal contracts c) industrial regulation d) common law I2 An award specifies: a) minimum terms and conditions of employment b) maximum terms and conditions of employment c) under what circumstances it replaces an agreement d) under what circumstances it is replaced by an agreement I3 At the federal level, the Equal Opportunity for Women in the Workplace Act 1999 (Cwlth) requires: a) private companies with more than I 00 employees to develop an equal opportunity in the workplace program b) public sector organisations with more than I 50 employees to develop an equal opportunity in the workplace program c) public sector organisations with more than I 50 employees to set quotas for the number of female managers and supervisors in their organisation d) private companies with more than I 00 employees to set quotas for the number of female managers and supervisors in their organisation I4 When preparing a job description the HR manager should consider: a) what the employee expects to get out of the advertised position b) the employer's present and future expectations of employee performance c) how the job can be broken down into a series of related tasks d) making the job sound as interesting as possible to attract a large number of applicants I5 Which of the following is NOT an occasion when job analysis is generally undertaken? a) When an employee is not performing their role adequately b) When a new job is created in the organisation c) When a job is changed significantly as a result of new methods, new procedures, or new technology d) When the organisation commences and the job analysis program is started I6 Which of the following is NOT a component of job descriptions? a) Job identification b) Duties and responsibilities c) Remuneration and benefits d) Performance standards Page 2 of 5 MGTS2604: Introduction to Human Resource Management -Sample Examination paper, Semester 2, 2011 17 Job analysis helps to establish organisational adherence to EEO requirements by: a) providing hard evidence of job relatedness b) allowing an organisation to give preference to a particular group of employees c) identifying clear lines of promotion and career development that are communicated to all employees d) ensuring that job descriptions and job specifications are detailed 18 For effective recruitment an HR manager should: a) conduct psychological and personality tests b) be aware of changing conditions in the labour market c) have a good understanding of employee aspirations d) understand the impact of the competition on the organisation. 19 Recruitment policy and activities should reflect: a) society' s demand for improved employee skills b) the organisation's business objectives and culture c) the practices of competitors d) government policy on unemployment. 20 An advantage of internal recruitment is: a) the organisation has more knowledge of the candidate's strengths and weaknesses b) the pool of talent is bigger and better known in the organisation c) employees may be selected beyond their level of competence d) excellent training and development programs are necessary. 21 Selection criteria should: a) include all the performance indicators identified in recruitment b) correspond closely to how a job is performed now and in the future c) be consistent with the organisation's strategic direction and culture d) reflect the standard of applicants from which a choice is to be made. 22 The identification of criteria necessary for the successful performance of a job is derived from: a) an employee skills inventory b) a job specification document c) the human resource plan d) a job description document. 23 Selection tests include all of the following except: a) aptitude tests b) intelligence tests c) personality tests d) performance tests. 24 Performance appraisal is a vital tool for strategy execution because it does all of the following except: a) signalling to managers and employees what is really important b) monitoring employee skill development c) ensuring accountability for behaviour and results d) providing ways to measure what is important. 25 All of the following except _ _ _ _ are primary objectives of performance appraisal: a) development b) judgement c) feedback d) reward. 26 Organisational change will impact upon training and development in all of the following areas except: a) useful life of information b) the ability to achieve business strategies c) customer and quality focus d) locating suitable applicants for vaca~t positions. Page 3 of 5 MGTS2604: Introduction to Human Resource Management - Sample Examination paper, Semester 2, 2011 27 Training and development is very closely linked to performance appraisal because: a) both functions are carried out by the same people in most organisations b) strengths and weaknesses identified in the performance appraisal will be used to determine training needs c) training and development activities are only provided for those employees whose performance is considered to be below an acceptable standard d) both functions seek to gather and use the same employee-related data. 28 Which of the following is not an approach to managing diversity? a) Equal employment opportunity b) Fair employment actions c) Affirmative action d) Diversity management 29 Anti-discrimination legislation is often described as a) passive legislation b) radical legislation c) inconsistent legislation d) active legislation. 30 Affirmative Action legislation is based on the premise that a) treating everyone the same will help organisations identify the high-flyers b) treating everyone in the same way will lead to equal outcomes c) everyone wants to be treated in the same way d) discrimination is bad for business. Page 4 of 5 MGTS2604: Introduction to Human Resource Management - Sample Examination paper, Semester 2, 2011 Part B - Short Essay Questions Answer any five (5) of the following questions. Write no more than one and a half pages (1.5) per answer. Each question is worth 7 marks. 1) What are the main challenges facing HR managers and specialists in today's rapidly changing work environment? 2) You have been asked to prepare some human resource forecasts for Correctional Services Officers (prison officers) for the Department of Corrective Services. What factors will affect the demand for and supply of these officers? 3) Effective recruitment is vital to the success of any organisation. Briefly describe how an organisation can use recruitment to support its business strategy and objectives. 4) Critically discuss the advantages and disadvantages of the interview as a selection tool. 5) Why do organisations carry out exit interviews? How can the information gathered be used to improve the performance of the HR function? 6) Discuss the role that job analysis plays in the successful implementation of other HRM policy functions. Page 5 of 5



Human Resource Management

Submitted By:

Umair AwanMBA (


ID: 4103

Page 1


Explain what HR management is and how it relates to the management process?Answer:

HRM is the management of people working in an organization, it is a subject related tohuman. For simplicity, we can say that it is the management of humans or people. HRMis a managerial function that tries to match an organization

s needs to the skills andabilities of its employees. Human Resource Management is responsible for how peopleare managed in the organizations. It is responsible for bringing people in organizationhelping them perform their work, compensating them for their work and solvingproblems that arise.

Functions of HRM:

Basic functions that all managers perform: planning, organizing, staffing, leading, andcontrolling. HR management involves the policies and practices needed to carry out thestaffing (or people) function of management. HRM department regardless of theorganization

s size must perform following human resource management functions

Staffing (HR planning, recruitment and selection)

Human resource development

Compensation and benefits

Safety and health

Employee and labor relations

Records maintaining, etc.

HR research (providing a HR information base, designing and implementingemployee communication system).

Interrelationship of HR functions.


Give examples of how HR management concepts & techniques can be of use to allmanagers?Answer:

Perhaps it

s easier to answer this by listing some of the personnel mistakes you don

twant to make while managing.

Helps you avoid common personnel mistakes:

Qualified HR mangers utilize organization resources in such a way that helps to avoidcommon personnel mistakes like the following

a. Hiring the wrong person for the jobb. Experiencing high turnoverc. Finding employees not doing their bestd. Having your company taken to court because of your discriminatory actionse. Having your company cited under federal occupational safety laws for unsafe practicesf. Allowing a lack of training to undermine your department

s effectivenessg. Committing any unfair labor practices

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