HRMT 386 FINAL TEST PAPER 2026
QUESTIONS WITH ANSWERS GRADED A+
>> Why do organizations and individuals enter into employment relationships?
o Employers hire workers to accomplish tasks.
o There is an exchange of value between the worker & employer.
o Exchange time & skills (labour) for remuneration (wages & benefits)
o Workers enter into the relationship because they must exchange their labour
with someone to acquire money by which they purchase the necessities of life.
o Duties & obligations are asymmetrical: the employer issues orders & the
employee obeys
o Employers must profit or fail - so pressures to decrease labour cost.
o Maximize profits while workers try to increase wages and control work
conditions.
- Social Relationship
o By accepting employment, the workers are accepting managerial authority and
agreeing to comply with the rules & direction.
o Employment entails cooperation between workers and employers (labour &
capital)
o Both parties benefit from a profitable business.
o Diverging interests create conflict (profit vs. wages, determining how & how
quickly work will be done)
Answer: - Economic Relationship
>> What does the word resource in the term human resource management
suggest about the nature of the employment relationship?
- People provide a competitive advantage to the organizations
- Their characteristics: training, experience, judgement, intelligence, relationship
& insight can add economic value to the organization.
- High quality employees provide a needed service as they perform many critical
functions
- Good people are rare, there's a high-level of the needed skills and knowledge is
not common
,- May spend months looking for a talented and experienced person.
- People can't be imitated by a competitor.
- No good substitutes for people.
- When people are well trained and highly motivated, they learn and develop
their abilities and care about customers.
Answer: - People are valuable.
>> In what ways are women typically disadvantaged in employment
relationships? What factor explains this disadvantage?
o More house & care responsibility & have a important fixed costs to working in
the market.
o Fixed schedules & minimum hour requirements make it difficult to balance
home & work load.
o Social norms around a woman's role in the house & society influence these
trade-offs.
o Women are more likely to value flexible work arrangements & fewer hours -
putting them at risk for being channeled into lower quality jobs.
- Loan & Credit
o Female farmers & entrepreneurs historically had less access to land & credit
than males.
o Not having these productive inputs puts woman at a disadvantage for market
access, including discrimination & different pricing in land & credit markets &
institutional counterstains, including land rights & financial rules & regulations.
o They may favour men in the allocation of productive resources because of
discriminatory preferences.
o These differences affect scale of production, productivity & investment &
growth capacity.
- Market & Institutional Failures
o Women's limited presence in certain markets may create a barrier to knowledge
& learning about women's performance.
o This means a lack of access in these markets.
o The design function of institutions may be biased against women & therefore
inequalities persist.
Answer: - Care Responsibilities & Time Use
,>> What is the labour market?
- Relationship between supply & demand
- Employers buy and workers sell the workers capacity to work.
- Once hired, the employer must utilize the workers capacity to work.
- Labour is a commodity with unique properties.
- Workers are variable in skills, knowledge, attitudes and aptitudes that may not
be visible at the time of hiring.
- Employer has only purchased the capacity to work & need to turn that into
actual productive work.
- The conversion is known as the labour process.
Answer: - Where work is bought & sold
>> What is the wage-effort bargain?
- Comprises of norms of what is accepted in the workplace.
- Informal resistance (slowdowns, sabotage, absenteeism, quitting( can be costly
to the employer in the short term.
- Reflects the conflicting interest of the parties.
- Employers want to max output and min costs max profit.
- Employees want to max wages and min workload.
Answer: - How hard the employees are going to work.
>> How can human resource management contribute to a company's success?
Answer: How can human resource management contribute to a company's
success?
>> Why do organizations outsource HRM functions?
- Traditionally, human resource management practices were developed and
administered by the company's human resource department.
- Increasingly, organizations seek flexibility in staffing through non-standard
work arrangements.
- They may use outsourcing as well as temporary and contract workers.
- The use of such workers can affect job design, as well as the motivation of the
organization's permanent employees.
Answer: - Access to in depth expertise and often more economical.
, >> How does outsourcing affect the role of human resource professionals?
Answer: - HR departments help with the transition to outsourcing but the
HR functions are also being outsourced.
>> How does engaging in evidence-based HR change the role of the human
resources department within an organization?
- It helps show that the money invested in HR programs is justified and that HR
is contributing to the company's goals & objectives.
- For example, data collected on the relationship between HR practices &
productivity, turnover, workplace injuries, & employee attitude that may show
HR functions are as important to the business as finance, accounting &
marketing.
Answer: - Evidence based HR is collecting & using data to show that HR
practices have a positive influence on the company's bottom line or key
stakeholders.
>> What skills are important for success in human resource management?
o Well respected
o Influential
o Must be credible by mastering all other areas.
- Cultural Steward
o understand organizations culture & help to build and strengthen
o or change that culture by identifying & expressing its value through words &
actions.
- Talent manager/organizational designer
o knows the ways people join the org. & move within it.
o Need to know org structure and how it can be adjusted to meet goals for
developing & using its employees.
- Strategy architect
o awareness of business trends & how they may affect the biz, & opportunities &
threats.
o Seize opportunities & confront threats.
- Business allies
o know how biz achieves success, who customers are and why they support what
that company sells.
QUESTIONS WITH ANSWERS GRADED A+
>> Why do organizations and individuals enter into employment relationships?
o Employers hire workers to accomplish tasks.
o There is an exchange of value between the worker & employer.
o Exchange time & skills (labour) for remuneration (wages & benefits)
o Workers enter into the relationship because they must exchange their labour
with someone to acquire money by which they purchase the necessities of life.
o Duties & obligations are asymmetrical: the employer issues orders & the
employee obeys
o Employers must profit or fail - so pressures to decrease labour cost.
o Maximize profits while workers try to increase wages and control work
conditions.
- Social Relationship
o By accepting employment, the workers are accepting managerial authority and
agreeing to comply with the rules & direction.
o Employment entails cooperation between workers and employers (labour &
capital)
o Both parties benefit from a profitable business.
o Diverging interests create conflict (profit vs. wages, determining how & how
quickly work will be done)
Answer: - Economic Relationship
>> What does the word resource in the term human resource management
suggest about the nature of the employment relationship?
- People provide a competitive advantage to the organizations
- Their characteristics: training, experience, judgement, intelligence, relationship
& insight can add economic value to the organization.
- High quality employees provide a needed service as they perform many critical
functions
- Good people are rare, there's a high-level of the needed skills and knowledge is
not common
,- May spend months looking for a talented and experienced person.
- People can't be imitated by a competitor.
- No good substitutes for people.
- When people are well trained and highly motivated, they learn and develop
their abilities and care about customers.
Answer: - People are valuable.
>> In what ways are women typically disadvantaged in employment
relationships? What factor explains this disadvantage?
o More house & care responsibility & have a important fixed costs to working in
the market.
o Fixed schedules & minimum hour requirements make it difficult to balance
home & work load.
o Social norms around a woman's role in the house & society influence these
trade-offs.
o Women are more likely to value flexible work arrangements & fewer hours -
putting them at risk for being channeled into lower quality jobs.
- Loan & Credit
o Female farmers & entrepreneurs historically had less access to land & credit
than males.
o Not having these productive inputs puts woman at a disadvantage for market
access, including discrimination & different pricing in land & credit markets &
institutional counterstains, including land rights & financial rules & regulations.
o They may favour men in the allocation of productive resources because of
discriminatory preferences.
o These differences affect scale of production, productivity & investment &
growth capacity.
- Market & Institutional Failures
o Women's limited presence in certain markets may create a barrier to knowledge
& learning about women's performance.
o This means a lack of access in these markets.
o The design function of institutions may be biased against women & therefore
inequalities persist.
Answer: - Care Responsibilities & Time Use
,>> What is the labour market?
- Relationship between supply & demand
- Employers buy and workers sell the workers capacity to work.
- Once hired, the employer must utilize the workers capacity to work.
- Labour is a commodity with unique properties.
- Workers are variable in skills, knowledge, attitudes and aptitudes that may not
be visible at the time of hiring.
- Employer has only purchased the capacity to work & need to turn that into
actual productive work.
- The conversion is known as the labour process.
Answer: - Where work is bought & sold
>> What is the wage-effort bargain?
- Comprises of norms of what is accepted in the workplace.
- Informal resistance (slowdowns, sabotage, absenteeism, quitting( can be costly
to the employer in the short term.
- Reflects the conflicting interest of the parties.
- Employers want to max output and min costs max profit.
- Employees want to max wages and min workload.
Answer: - How hard the employees are going to work.
>> How can human resource management contribute to a company's success?
Answer: How can human resource management contribute to a company's
success?
>> Why do organizations outsource HRM functions?
- Traditionally, human resource management practices were developed and
administered by the company's human resource department.
- Increasingly, organizations seek flexibility in staffing through non-standard
work arrangements.
- They may use outsourcing as well as temporary and contract workers.
- The use of such workers can affect job design, as well as the motivation of the
organization's permanent employees.
Answer: - Access to in depth expertise and often more economical.
, >> How does outsourcing affect the role of human resource professionals?
Answer: - HR departments help with the transition to outsourcing but the
HR functions are also being outsourced.
>> How does engaging in evidence-based HR change the role of the human
resources department within an organization?
- It helps show that the money invested in HR programs is justified and that HR
is contributing to the company's goals & objectives.
- For example, data collected on the relationship between HR practices &
productivity, turnover, workplace injuries, & employee attitude that may show
HR functions are as important to the business as finance, accounting &
marketing.
Answer: - Evidence based HR is collecting & using data to show that HR
practices have a positive influence on the company's bottom line or key
stakeholders.
>> What skills are important for success in human resource management?
o Well respected
o Influential
o Must be credible by mastering all other areas.
- Cultural Steward
o understand organizations culture & help to build and strengthen
o or change that culture by identifying & expressing its value through words &
actions.
- Talent manager/organizational designer
o knows the ways people join the org. & move within it.
o Need to know org structure and how it can be adjusted to meet goals for
developing & using its employees.
- Strategy architect
o awareness of business trends & how they may affect the biz, & opportunities &
threats.
o Seize opportunities & confront threats.
- Business allies
o know how biz achieves success, who customers are and why they support what
that company sells.
