Question 1

The scope of human resource management includes
A)Procurement
B)Development
C)Compensation
D)all of the above

Accepted Answer

The scope of human resource management encompasses all aspects of managing the workforce within an organization, including procurement (hiring and acquiring talent), development (training and career development), and compensation (salary and benefits). Therefore, all of the options listed are included in the scope of human resource management.

Question 2

Human resource management is normally in nature
A)Proactive
B)Reactive
C)Combative
D)none of the above

Accepted Answer

Human resource management is typically proactive because it involves planning and strategizing for future needs and challenges, rather than just reacting to events as they happen.

Question 3

The human resource management functions aim at
A)ensuring that the human resources possess adequate capital, tool, equipment and material to perform the job successfully
B)helping the organisation deal with its employees in different stages. of employment
C)improving an organisation's creditworthiness among financial institutions
D)none of the above

Accepted Answer

Human resource management functions are primarily focused on managing the organization's employees throughout different stages of employment, including hiring, training, evaluating, and sometimes terminating. This includes tasks such as recruitment, setting compensation levels, training and development, performance management, and ensuring legal compliance. The other options do not directly relate to the core functions of human resource management.

Question 4

Which of the 'following aptly describes the role of line managers and staff advisors, namely HR professionals?
A)Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes.
B)Line managers are concerned more about developing HR programmes whereas staff advisors are more involved in implementing such programmes.
C)Staff advisors are solely responsible for developing, implementing and evaluating the HR programmes while line managers are not all involved in any matters concerning HR.
D)Line managers alone are responsible for developinq, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR.

Accepted Answer

Line managers are directly involved in the implementation of HR programs as they oversee the day-to-day operations and manage employees directly. Staff advisors, such as HR professionals, focus on developing HR programs, policies, and strategies.

Question 5

Human resource management is the formal part of an organisation responsible for all of the following aspects of the management of human resources except:
A)strategy development and analysis
B)systems, processes, and procedures
C)policy making, implementation, and enforcement
D)management of the organisation's finances

Accepted Answer

Human resource management focuses on aspects related to employees, such as strategy development, systems, and policies related to managing people. The management of the organization's finances, however, falls under financial management, not human resource management.

Question 6

organisation relies on the following sources of capital
A)cultural, human and system capital
B)social, cultural and human capital
C)cultural, human and source capital
D)none of the above

Accepted Answer

Organizations rely on various forms of capital to operate and grow. Among these, social capital refers to the networks and relationships that facilitate collective action; cultural capital encompasses the values, beliefs, and practices that shape organizational behavior; and human capital represents the skills, knowledge, and experience possessed by an individual or population. These forms of capital are crucial for organizational success, making option B the correct choice.

Question 7

Strategic human resource management involves:
A)planning, foresight and analytical decision making
B)setting employment standards and policies
C)linking human resources with strategic objectives to improve performance
D)all of the above

Accepted Answer

Strategic human resource management encompasses planning, foresight, and analytical decision making, setting employment standards and policies, and linking human resources with strategic objectives to improve performance, thus involving all the mentioned aspects.

Question 8

The balanced scorecard proposes that organisational success depends on:
A)a focus on only the internal environment of the organization
B)a constantly changing external environment
C)the belief that it is impossible to take a rationalist view of the organisation to make optimal choices
D)an ability to develop a complete list of cause and effect relationships driving a firm's success

Accepted Answer

The balanced scorecard emphasizes the importance of understanding and managing the cause and effect relationships that drive a firm's success, integrating financial and non-financial measures across various perspectives.

Question 9

Kochan and Barocci's (1985) model of HRM has three elements. These elements are:
A)the external environment, the internal environment and human resource management
B)HRM/lR system effectiveness, the external environment and the internal environment
C)human resource management, the internal environment and HRM/lR system effectiveness .
D)the external environment, human resource management and HRM/lR system effectiveness

Accepted Answer

Kochan and Barocci's model of HRM includes three elements: the external environment, human resource management, and HRM/IR system effectiveness. This model emphasizes the interaction between HRM practices and both the internal and external environments of an organization, as well as the effectiveness of HRM/Industrial Relations systems in achieving organizational goals.

Question 10

The critical role of the SHRM Application Tool is to:
A)develop a better strategic management process to deal with the dynamic changing environment today's organisations face
B)identify if the organisation has enough staff, if the staff need training, if the compensation practices are appropriate, and if jobs are designed correctly
C)identify and assess a narrow group of actions and plan how the organisation can overcome resistance to change
D)outline techniques, frameworks, and six steps that must be followed to effectively implement change in an organization

Accepted Answer

The SHRM Application Tool is primarily focused on developing a better strategic management process to address the dynamic and changing environment that organizations face today.

Question 11

What are the ideas underpinning 'soft', 'e commitment', or 'high-road' HRM practices?
A)Labour needs to be treated as an asset to be invested in
B)Employees are a cost which should be minimized
C)A lack of mutuality existing between employer and employee
D)A disregard for unlocking discretionary effort

Accepted Answer

Soft HRM practices emphasize treating employees as valuable assets in which an organization should invest to enhance its performance and competitive advantage. This approach contrasts with views that see employees primarily as costs to be minimized or with strategies that do not focus on fostering a mutual, beneficial relationship between employer and employee.

Question 12

Which consulting company is associated with the concept of talent management?
A)Price Waterhouse Coopers
B)Boston Consulting Group
C)Deloitte
D)McKinsey

Accepted Answer

The answer of Which consulting company is associated with the...

Question 13

Which of the following is a key HR role as defined by Ulrich et al (2009)?
A)Personnel administrator
B)Business ally
C)Payroll adviser
D)Organisational geographer

Accepted Answer

Ulrich et al. (2009) introduced the concept of HR professionals being strategic partners or business allies, emphasizing the importance of aligning HR strategies with business objectives to enhance organizational performance.

Question 14

The term 'emotional labour' is associated with which author?
A)Arlie Hochschild
B)Stephen Fineman
C)David Sims
D)Yiannis Gabriel

Accepted Answer

Arlie Hochschild introduced the concept of emotional labor in her 1983 book "The Managed Heart." The term describes the process of managing emotions to fulfill the emotional requirements of a job.

Question 15

What kinds of practices outlined below are typically associated with non-standard working and flexibility?
A)9-5 working hours
B)The reduction in distinctions between standard and unsocial hours or standard and extra hours
C)Premium rates for unsocial hours
D)The voluntary agreement of unsocial hours working

Accepted Answer

The answer of What kinds of practices outlined below are...

Question 16

In strategic human resource management, HR strategies are generally aligned with:
A)business strategy
B)marketing strategies
C)finance strategy
D)economic strategy

Accepted Answer

HR strategies are typically aligned with the business strategy to ensure that the human resources practices support the overall goals and objectives of the organization.

Question 17

Which of the following is closely associated with strategic human resource management?
A)Efficient utilisation of human resources
B)Attracting the best human resources
C)Providing the best possible training
D)All of the above

Accepted Answer

Strategic human resource management involves all aspects of managing human resources in ways that support an organization's strategy. This includes efficient utilization of human resources, attracting the best talent, and providing optimal training to align the workforce with organizational goals.

Question 18

Treating employees as precious human resources is the basis of the approach.
A)hard HRM
B)soft HRM
C)medium HRM
D)none of the above

Accepted Answer

Soft HRM emphasizes treating employees as valuable assets and individuals, focusing on their needs, development, and well-being, in contrast to hard HRM, which views employees more as resources to be managed for maximum efficiency.

Question 19

Strategic management process usually consists of __ steps
A)Four
B)Five
C)Six
D)Seven

Accepted Answer

The strategic management process typically consists of five steps: goal-setting, analysis, strategy formulation, strategy implementation, and strategy evaluation.

Quiz 1: Human Resource Management

The scope of human resource management includes

Human resource management is normally in nature

The human resource management functions aim at

Which of the 'following aptly describes the role of line managers and staff advisors, namely HR professionals?

Human resource management is the formal part of an organisation responsible for all of the following aspects of the management of human resources except:

organisation relies on the following sources of capital

Strategic human resource management involves:

The balanced scorecard proposes that organisational success depends on:

Kochan and Barocci's (1985) model of HRM has three elements. These elements are:

The critical role of the SHRM Application Tool is to:

What are the ideas underpinning 'soft', 'e commitment', or 'high-road' HRM practices?

Which consulting company is associated with the concept of talent management?

Which of the following is a key HR role as defined by Ulrich et al (2009) ?

The term 'emotional labour' is associated with which author?

What kinds of practices outlined below are typically associated with non-standard working and flexibility?

In strategic human resource management, HR strategies are generally aligned with:

Which of the following is closely associated with strategic human resource management?

Treating employees as precious human resources is the basis of the approach.

Strategic management process usually consists of __ steps