Question 1

Which of the following groups is responsible for the delivery of HRM objectives in an organisation?&#10;A) HR generalists&#10;B) HR specialists&#10;C) Line managers&#10;D) All of the above

Accepted Answer

All of the above groups play a role in delivering HRM objectives: HR generalists handle a broad range of HR tasks, HR specialists focus on specific areas, and line managers implement HR policies and practices within their teams.

Question 2

Which of the following HRM / personnel roles has the longest history?&#10;A) Social reformer&#10;B) Consensus negotiator&#10;C) Acolyte of benevolence&#10;D) Humane bureaucrat

Accepted Answer

The role of social reformer in HRM/personnel management has the longest history, dating back to the late 1800s and early 1900s when labor unions and social reform movements began advocating for the rights of workers and improving working conditions. This role involved promoting social justice and equity in the workplace and advocating for the rights of marginalized groups.

Question 3

Which of the following is NOT a contribution made by the HR function to the achievement of competitive advantage?&#10;A) Building up the stock of human capital&#10;B) Maintaining a positive corporate reputation&#10;C) Setting appropriate departmental budgets&#10;D) Enhancing corporate social responsibility

Accepted Answer

Setting appropriate departmental budgets is not a direct contribution made by HR function to the achievement of competitive advantage. This is a responsibility of financial management or accounting department in an organization. HR function contributes to the achievement of competitive advantage by building up the stock of human capital, maintaining a positive corporate reputation, enhancing corporate social responsibility and other related areas.

Question 4

Which of the following correctly lists the four principal types of HRM objective?&#10;A) Administration, legal, performance, economic&#10;B) Administration, change management, staffing, performance&#10;C) Change management, economic, staffing, commitment&#10;D) Change management, legal, staffing, performance

Accepted Answer

B) Administration, change management, staffing, performance - These four areas encompass the broad spectrum of objectives that HRM aims to address, including managing administrative processes, facilitating organizational change, overseeing staffing needs, and enhancing overall performance.

Question 5

What is being described here? An approach to the management of people which is associated with management interests and puts emphasis on planning, monitoring and control.&#10;A) Human resource management&#10;B) Personnel management&#10;C) Manpower analysis&#10;D) Line management

Accepted Answer

Human resource management is an approach that focuses on aligning the management of people with the strategic goals of an organization, emphasizing planning, monitoring, and control.

Question 6

Which theme has dominated HR research over the past two decades?&#10;A) The development of 'employee value propositions'&#10;B) Differences between the rhetoric and reality of HRM in organisations&#10;C) Links between HRM and business performance&#10;D) HRM in small and medium-sized businesses

Accepted Answer

The theme that has dominated HR research over the past two decades is the links between HRM and business performance. Many studies have been conducted to investigate the relationship between various HR practices and firm performance, with the aim of identifying best practices that can enhance organizational performance. This theme has been a major focus for both academic and practitioner research in the field of HRM in recent years. While the other themes listed have also received attention, they have not been as dominant as the relationships between HRM and business performance.

Deck 1: The Nature of Human Resource Management