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?

Related Mcqs:

1. 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

2. 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

3. 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

4. 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

5. Promoting organizational effectiveness through ‘HR’ policies and practices is known as?

   A. human resource metrics
   B. evidence based management
   C. high performance work system
   D. none of above

6. 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

7. The basic approach in employee’s performance compares with their current performance to __________?

   A. set standards
   B. performance in previous years
   C. performance in last job
   D. none of above

8. Why Organisations provide, attractive salaries, fringe benefits, career development opportunities:

   A. To retain valuable human resources
   B. To be the market leader in the future
   C. To attract more and more people
   D. To enforce government regulations

9. To address the challenges and opportunities they face organisations engage in a process of strategic management. Strategic management is:

   A. short-term focused and composed of organisational strategy, including strategy formulation and implementation
   B. short-term focused and composed of the organisation’s mission, vision and value statements
   C. long-term focused and composed of organisational strategy, including strategy formulation and implementation
   D. long-term focused and composed of the organisation’s mission, vision and value statements

10. 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