Question 1

The CHRM Application Tool provides techniques and frameworks for making strategic decisions in an organisation.Which of the following is not described by the tool?

Accepted Answer

The tool does not provide a detailed description of the results of a needs assessment. However, it does emphasize the importance of conducting such an assessment to determine the resources required for implementing a strategic plan. The other options (A, C, and D) are all described by the CHRM Application Tool as important considerations for making strategic decisions in an organization.

Question 2

In the context of the CHRM application tool, which of the following best describes the interaction between the internal and external environments?

Accepted Answer

The answer of In the context of the CHRM application...

Question 3

For HRM to be effective it must:

Accepted Answer

To be effective, HRM must take a strategic approach to people management and align policies and practices with the organisational strategy. It should also consider the impact on stakeholders and use intelligent decision-making processes. Moreover, it should balance the needs of both the employee and the organisation so that each benefits. Hence, all the options mentioned in the question are correct and can be considered as the best choice(s) for effective HRM.

Question 4

What are the major limitations of the HRM models of Jackson and Schuler (1995), Kochan and Barocci (1985), Klatt, Murdick, and Schuster (1978) and Lundy and Cowling (1996)?

Accepted Answer

The answer of What are the major limitations of the...

Question 5

The balanced scorecard approach developed by Kaplan and Norton (1996):

Accepted Answer

The balanced scorecard approach developed by Kaplan and Norton translates an organisation's vision, mission, value and strategy into a set of performance measures. It takes into account both tangible and intangible assets to assess organisational performance but does not necessarily base decisions on the expectations and perspectives of all stakeholders. While it may examine financial statements, this is not the primary focus of the approach.

Question 6

The fifth step of the CHRM application tool is to implement the plan.During the implementation of a complex high risk plan employees will:

Accepted Answer

During the implementation of a complex high-risk plan, employees are most likely to be highly resistant to the plan due to uncertainties, fear of the unknown, or concerns about how the changes will affect their roles and responsibilities.

Question 7

Lundy and Cowling's (1996) model views strategic HRM as:

Accepted Answer

Lundy and Cowling's (1996) view strategic HRM as a decision-making process that involves aligning HR practices with organisational goals and objectives. Thus, choice A is the best answer as it reflects their perspective on strategic HRM. Choices B and C are incorrect as Lundy and Cowling (1996) argue that strategic HRM is necessary and adds value to organisations. Choice D is partly correct as evaluating the effectiveness of HR practices is one aspect of strategic HRM, but it does not fully capture Lundy and Cowling's (1996) model.

Question 8

During the fourth step of the CHRM application tool, when establishing success criteria, Rausch (2003) suggested one factor that is important for effective managerial decisions is:

Accepted Answer

According to Rausch (2003), gaining acceptance of the plan from all stakeholders participating in the plan is an important factor for effective managerial decisions. This implies that success criteria should include the stakeholder's acceptance of the plan. While communication, coordination, and employee satisfaction are important, they may not be the sole determinants of success criteria.

Question 9

The fourth step of the CHRM application tool is to devise plan and success criteria.When evaluating alternatives to deal with the problem or realise an opportunity the organisation should:

Accepted Answer

When devising a plan and success criteria, it is important to assess the suitability of the alternative to ensure it aligns with the organisation's goals and objectives. Acceptability is important to ensure stakeholders are on board with the plan, and feasibility considers if the plan is realistically achievable with available resources. The option that encompasses all three factors is choice C.

Question 10

Describe the steps of the SHRM Application Tool.

Accepted Answer

The answer of Describe the steps of the SHRM Application...

Question 11

In the context of dynamic organisations the need for improving performance and stakeholder wellbeing challenges practitioners for ways to resolve issues.Explain the steps associated with the Co-adaptive Human Resource Management (CHRM) framework and provide three reasons that explain how an organisation would benefit from using such a framework.

Accepted Answer

The answer of In the context of dynamic organisations the...

Question 12

List the negative outcomes of ineffective human resource practices in an organisation.

Accepted Answer

The answer of List the negative outcomes of ineffective human...

Question 13

The third step of the CHRM application tool is to verify or falsify potential problems or opportunities.Which of the following is consistent with this step?

Accepted Answer

In the third step of the CHRM application tool, verifying or falsifying potential problems or opportunities involves checking for evidence that supports what you expect. This step is about validating assumptions with concrete evidence.

Question 14

Outline the key activities that you will have to understand in order to develop effective HR policies and practices for the organisation.

Accepted Answer

The answer of Outline the key activities that you will...

Question 15

Tsui's multiple constituency model (1990) recognises that:

Accepted Answer

The answer of Tsui's multiple constituency model (1990) recognises that:
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Quiz 1: Effective Strategic Human Resource Management: Principles and Processes