Exam (elaborations)
HRM370-4 Contemporary Issues in Human Resource Management Test Bank
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- University Of South Africa
HRM370-4 Contemporary Issues in Human Resource Management Test Bank
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1HRM370-4 Contemporary Issues in Human Resource
Management Test Bank 2023
Chapter 1
1.) Describe the issues that will play a major role in the future in McKee`s
catalytic period.
• Increase in cross-border employment
• A workforce comfortable in, and with, other cultures
• Fewer organisations from continued mergers and acquisitions
• Use of just-in-time professional workers
• An increase in outsourcing of administrative functions
• More innovative compensation practices
• More selective approach by employees regarding their careers
• Telecommuting and other forms of flexible work being widely introduced
• Teams playing
2.) Describe the present in which HR professionals can be successful.
• Become involved with line managers in strategy formulation and implementation,
• Become an expert in the way work is organised and executed
• Become involved in reducing costs through administrative efficiency, while maintaining high
quality
• Become a reliable representative for employees when putting their concerns to
management
• Become involved in efforts to increase the employees' contribution to the organisation
• Become an agent for continuous transformation, shaping processes and culture to help
improve capacity for change.
3. Discuss the employee-employer contract of employment
The new employee- employer relationship
Successful and competitive organisations are able to turn their strategies into action
quickly, manage their processes efficiently and maximise their employees1 contributions
and commitment.
Organisations must abolish the old way of doing things and implement new practices. This can
, 2 place through re-engineering, restructuring, downsizing, and other activities
take
,3
4.) Give a definition of the new psychological contract May/June 2015;
May/June 2016
The psychological contract - what employees and employers want and expect from each
other will change dramatically in the new work environment.
The psychological contract that is dynamic, voluntary, subjective, and informal
accomplishes two tasks:
firstly, it defines the employment relationship, and,
secondly, it manages mutual expectations
Two types of violation of the psychological contract can occur, reneging and incongruence
Reneging occurs when either party to a psychological contract knowingly breaks a promise
to the other Reneging may also occur because one party is unable to fulfil its promise or
because one party does not want to fulfil the terms of the agreement.
Incongruence occurs when the parties have different understandings of their obligations in
terms of the contract. Those different understandings occur because the terms and
conditions of psychological contracts are often perceptual.
5.) Give four reasons why virtual teams have become important.
• The change in organisation structures to flat or horizontal formats
• The emergence of environments that require interorganisational cooperation as well as
competition
• Changes in workers' expectations regarding their involvement in organisations
• The globalisation of trade and organisational activity.
6.) Give some examples of the training needs of self-managed work teams.
• Self-managed work teams need training in addition to the training needed to perform the
specific job they have been employed for.
• Communication is vital for such teams to succeed and each team member will
subsequently have to be trained to communicate properly if the team wants to be
successful.
• Linked to this are proper listening skills which are vital for proper communication.
• Team also needs training in communication, listening and supervisory skills, conflict
resolution, decision making, running, meetings and time management.
, 4
7.) Give a brief explanation of the evolving roles of HRM during the four
periods of organizational change as described by McKee.
• The mechanistic period. - Associated with the 1940s and 195os when manufacturing was
the driving force in industry.
• The legalistic period. - 1960s and 1970s saw an unprecedented amount of legislation in the
social and employment areas.
• The organistic period. - Tremendous organisational change started to take place in the
1980s - globalisation, mergers, acquisitions, re-engineering, and downsizing
• The strategic period. - 1990s has become known as the strategic period. Strategic thinking
and planning emerged as the most prominent activity to deal with the continual change
faced by corporate organisations.
8.) Explain Ulrich`s-role model for HRM
Ulrich: for HR professionals to be successful, they have to play at least four different roles,
• strategic partner,
• administrative expert,
• employee champion
• change agent
Axes of Ulrich's model represent two aspects:
• focus (i.e. short-term and long-term)
• activities (managing processes, HR tools and systems, and managing people
Strategic Focus
* Strategic HR Planning * Staffing and Talent Management
* HR & Business partner * Organisational design
* Culture and Image * Survey Action Planning
* performance Management
* Tanning and Developing
Strategic Change
Partner 1 3 Agent
Processes 4
People
Administrative 2 Employee
Expert Champion
* Compensations * Employee Relations
* Benefits * Labour Relations
* HR Information systems * Safety and works compensation
* Compliance * Diversity and EEO
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