The field of HRM was founded on the idea that the competitive advantage of the organisation relies on the following sources of capital:

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. Which Personnel association uses the idea of bundles of integral HRM practices?

   A. European association for personnel management B. U.S office of personnel management C. Chartered Institute of personnel & development D. Association of personnel Service Orqanisations...

4. Strategic human resource management aims to achieve competitive advantage in the market through__________?

   A. Price B. Product C. People D. Process...

5. An idea of instituting ‘HR’ policies to support and encourage seniorAn idea of instituting ‘HR’ policies to support and encourage senior workers is the part of workers is the part of

   A. promotions B. transfers C. reality shock D. managing retirements...

6. Which of the following functions of HRM deals with ‘Collective Bargaining’?

   A. Staffing B. Forecasting C. Employee-assistance management D. Employee relations management...

7. 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...

8. 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...

9. What are the ideas underpinning ‘soft, commitment’ or ‘high-road’ HRM practices?

   A. Labour needs to be treated as assets to be invested in. B. Employees are a cost which should be minimized. C. A lack of mutuality existing between employee and employer D. A disregard for unlocking discretionary effort...

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

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