The meaning of the acronym ‘SHRM’ is ____________?

Related Mcqs:

1. Why does the Resource-based view of SHRM represent a paradigm shift in SHRM thinking?

   A. Because it focuses on the internal human resources of the business as a source of sustainable competitive advantage
   B. Because it advocates tight vertical integration between the organisation’s business strategy and human resource strategy.
   C. Because it relies on a set of high-commitment HR practices to deliver sustainable competitive advantage.
   D. Because it focuses on the external context of the business

2. The meaning of the acronym HRM is ______________?

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

3. Vertical integration in relation to SHRM can be described as which of the following?

   A. The relationship or integration between an Organisation’s senior managers
   B. The relationship or integration between HR functional policies, for example employee development, employee reward and employee relations
   C. The relationship or integration between the internal HR processes, and the Organisation’s business strategy and external market.
   D. The relationship or integration between operational functions and policies

4. The sixth step of the SHRM application tool is to evaluate the plan against success criteria. During this stage it is important to note:___________?

   A. the positive effects of the actions implemented
   B. the negative effects of the actions implemented
   C. the failures that resulted from the implementation of the plan
   D. the positive & negative effect of the actions implemented

5. The critical role of the SHRM Application Tool is to:_____________?

   A. Outline techniques, frameworks, and six steps that must be followed to effectively implement change in an organisation.
   B. Develop a better strategic management process to deal with the dynamic changing environment today’s organisations face.
   C. Identify and assess a narrow group of actions and plan how the organisation can overcome resistance to change.
   D. identify if the organisation ‘has enough staff, if the staff heed training, if the compensation practices are appropriate, and if jobs are designed correctly

6. The meaning of ‘direction sharing’ is _________?

   A. communicating line authority
   B. staff authority
   C. communicating company’s higher-level goals
   D. communicating future HR policies

7. A brief write-up of what the job is all about is ____________?

   A. job finding
   B. job summary
   C. job analysis
   D. job specification

8. One of the external sources of recruitment is ____________?

   A. retired managers and employees
   B. dependents of deceased employees
   C. gate hiring
   D. none of the above

9. The Mental Process to interpret environment as’ per one’s own understanding is known as:____________?

   A. Perception
   B. Personality
   C. Attitude
   D. Ability

10. When the action plan is prepared for correcting performance deficiencies is ____________?

    A. satisfactory-promotable interview
    B. satisfactory-not promotable interview
    C. unsatisfactory-correctable interview
    D. unsatisfactory-uncorrectable interview