Human Resource Management HRM - Qp3

The explanation for the given correct answer is that involving line management extensively in the HR process helps to remove obstacles such as suspicion and lack of commitment. When line management is actively involved, they become more committed to the HR activities and are less likely to be suspicious of them. This involvement also helps to build trust and collaboration between HR and line management, leading to a more successful implementation of HR initiatives.

Trade unions play a crucial role in regulating the employment relationship between workers and employers. They negotiate with employers on behalf of workers to secure better wages, working conditions, and benefits. By participating in the regulation of the employment relationship, trade unions ensure that workers' rights are protected and that fair and equitable practices are followed in the workplace. This includes negotiating collective bargaining agreements, addressing grievances, and advocating for workers' interests in various labor-related matters. Therefore, the statement that a key purpose of trade unions is to participate in the regulation of the employment relationship between workers and employers is true.

The statement is false because the issue of power of bargaining is relevant throughout the entire employment agreement, not just the initial stage. Both the employer and employee may negotiate and assert their bargaining power at various points during the employment relationship, such as when discussing salary, benefits, working conditions, or potential promotions. The power dynamics can also shift over time as the employee gains experience or develops new skills. Therefore, the power of bargaining is not limited to the initial stage of the employment agreement.

The answer "monetary costs" is the most appropriate option to complete the sentence. When an employer buys labor services, the financial implications or monetary costs associated with this transaction are undoubtedly significant. This includes expenses such as wages, benefits, and other related costs. The phrase "bargaining power" does not fit the context of the sentence, and "relations" is too broad and does not specifically address the financial aspect of buying labor services.

Human resource planning is not limited to a specific time of the business year. It is an ongoing process that involves forecasting the organization's future workforce needs, identifying the necessary skills and competencies, and developing strategies to attract, recruit, and retain employees. This process is not confined to a particular time frame but is continuously monitored and adjusted according to the changing business requirements and external factors. Therefore, the statement that human resource planning only happens at a specific time of the business year is incorrect.

A secondary labour market typically consists of small to medium-sized organizations that have a demand for labor. The skill levels required for jobs in this market are generally lower compared to the primary labor market. The earning potential in the secondary labor market is less attractive, and there are limited opportunities for career advancement. Additionally, stable employment levels are often observed in the secondary labor market.

Employers expect employees to be capable of displaying initiative, as this shows that they can take charge and make decisions independently. They also expect employees to demonstrate a willingness and ability to work flexibly, as this allows them to adapt to different tasks and schedules. Additionally, employers expect employees to be adaptable and open to situations of change, as this ensures they can adjust to new circumstances and challenges.

The influence or power of bargaining will depend on factors such as inflation, competitors, employment skills, and job context. Inflation can affect the bargaining power as it determines the cost of living and wage expectations. Competitors in the job market can also impact bargaining power as they provide alternative job opportunities. Employment skills are important as they determine the value and demand for a particular individual in the job market. Lastly, job context, such as the industry or sector, can also influence bargaining power as different industries may have different levels of demand and competition for labor.