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
Related Mcqs:
- 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 - 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 - 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 - 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 - Scope of the HRM includes ______________?
A. Retirement and separation of employees
B. HR training and development
C. Industrial relations
D. All of the above - 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 - 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 - HRM is more___________ whereas Personnel Management is slightly narrow?
A. Complex
B. Detailed
C. Mechanical
D. Growth-oriented - Which of the following functions of HRM deals with ‘Collective Bargaining’?
A. Staffing
B. Forecasting
C. Employee-assistance management
D. Employee relations management - 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
