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HUMAN RESOURCE MANAGEMENT: SUMMARY QUESTIONS AND ANSWERS WITH SOLUTIONS 2024
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HUMAN RESOURCE MANAGEMENT: SUMMARY QUESTIONS AND ANSWERS WITH SOLUTIONS 2024
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HUMAN RESOURCE MANAGEMENT:SUMMARY QUESTIONS AND ANSWERS
WITH SOLUTIONS 2024
role of human resource management - ANSWER • strategic role of human resources
• interdependence with other key business functions
• outsourcing
• human resource functions
• using contractors - domestic, global
Strategic role of human resources - ANSWER Human resource management's strategic approach that
incorporates all aspects of managing the employer-employee relationship in the workplace. It includes
functions such as recruitment, equal opportunity, training, development, separation and how they can
be aligned to achieve business goals. Over the next decade, the major strategic challenges for human
resource management include the challenges of developing and retaining talent staff, improving
leadership development, managing the ageing workforce and succession planning.
Interdependence with other key business functions - ANSWER The HRM's team's function depends on
not only the size but the nature of the business, as well as the industrial action and unionisation in the
industry or business. In larger businesses the human resource team or manager is responsible for all
these functions, where as in a smaller business the general manager and employees may share these
responsibilities.
HR-> Marketing: In recruitment HR need to specify what employee needs to be found so that marketing
can market to find this person.
HR-> Finance: paying employees and the amount of employees in the business
HR->Operations: Employing employees to operate the business or contractors.
Outsourcing
• human resource functions
• using contractors - domestic, global - ANSWER Globalisation and technology have impacted the
outsourcing process of HR.
One of the most growing functional areas for outsourcing is HR. It is increasingly common within small
and medium sized businesses to outsource the HR process. Outsourcing allows firm to focus on other
key business functions by planning for growth, development and management of staff during this phase.
, Contracting is generally recommended for non-core functions of a business. Outsourcing maintenance to
avoid industrial problems led to a loss in competitive advantage.
Domestic subcontracting is very common today and avoids the need to employ additional "in-house"
staff, along with all the overhead expenses. This allows business to focus on core business functions,
leaving some of the detailed support or compliance-related activities to experts, such as a payroll
management or order fulfilment. But it does carry risks such as potential loss of direct customer
contract, which could impact on sales over the longer term.
Global subcontracting: Outsourcing as a first step toward operating in a new market overseas, to get
acquainted with market needs before expanding with greater presence in the market. Global
outsourcing carries some risks, these include difficulty controlling the quality and reliability of the
service, cultural differences, and well-qualified staff may be replaced with less- qualified staff, causing
the quality to decline.
Key Influences on Human Resource Management - ANSWER • stakeholders - employers, employees,
employer associations, unions, government organisations, society
• legal - the current legal framework
• the employment contract - common law (rights and obligations of employers and employees),
minimum employment standards, minimum wage rates, awards, enterprise agreements, other
employment contracts
• work health and safety and workers compensation
• antidiscrimination and equal employment opportunity
• economic
• technological
• social - changing work patterns, living standards
• ethics and corporate social responsibility
Stakeholders - employers, employees, employer associations, unions, government organisations, society
- ANSWER Stakeholders have a common interest in the survival and success of the business. However,
not all interests are shared and conflict may arise due to competing interests and differences.
Employers and managers handle HRM issues on a daily basis. Employer's responsibilities are increasing
due to the recent legislation encourages them to negotiate agreements and resolve disputes at the
individual workplace. Under this legislation employers have gained more power to make agreements
relevant to the individual workplace or enterprise.
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