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

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