Relationship between HRM & Management?

Related Mcqs:

1. Although many authors experience difficulty in distinguishing between personnel management and HRM, it can be argued that HRM is the elevation of personnel management to a more___________level.

   A. Strategic
   B. organisational
   C. operational
   D. centralized

2. Which approach that seeks the to link strategy, business, performance and HRM policies and practices, assumes that there are a number of HRM practices that are suitable for all Organisations?

   A. Best Practice
   B. Best fit
   C. Resource-based view
   D. Life cycle models

3. Human Resource Management (HRM) is_________?

   A. A Staff function
   B. A line function
   C. A staff function, line function and accounting function
   D. All of the above

4. HRM is more___________ whereas Personnel Management is slightly narrow?

   A. Complex
   B. Detailed
   C. Mechanical
   D. Growth-oriented

5. The meaning of the acronym HRM is ______________?

   A. Human Relations Management
   B. Humanistic Resource Management
   C. Human Resource Management
   D. Human Resourceful Management

6. The objectives of HRM are categorized as _____________?

   A. Personal objectives
   B. Functional objectives
   C. Organisational and social objectives
   D. All of the above

7. HRM is considered as____________?

   A. a reactive function
   B. a proactive function
   C. an auxiliary function
   D. an auxo-reactive function

8. Career counseling ‘is part of which of the following functions of HRM?

   A. Compensation & benefits
   B. Planning & selection
   C. Training and Development
   D. Maintenance of HRIS

9. Which of the following is NOT a goal of HRM?

   A. Integration of HRM with the corporate strategy of the Organization
   B. Producing the desired human behavior that helps to achieve Organisatlons goals
   C. Creation of a flexible environment that can easily adopt change
   D. To endure proper delivery of products

10. Why might there be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations?

    A. Because the best-practice approach tends to be resource- intensive
    B. Because there is much variation in the literature and empirical research as to what constitutes best-practice
    C. Because the best-practice approach would not fit the cost-reduction driven strategies favoured by many in short-termist economies.
    D. Because the best-practice approach does not emphasize the individual business context