Samenvatting Strategic Human Resource Management - Strategic Human Resource Management (MAN-BCU008A)
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Strategic Human Resource Management (MANBCU008A)
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Oefentoets SHRM Boselie en 5 artikelen
Chapter 1
1. What is the primary focus of the "balanced approach" in HRM?
a) Maximizing shareholder value
b) Achieving financial performance
c) Balancing economic and institutional perspectives
d) Ignoring the interests of stakeholders
2. What is the main characteristic of the "Rhineland model" of HRM in Europe?
a) Focusing solely on core employees
b) Emphasizing shareholder value
c) Acknowledging multiple stakeholders
d) Neglecting the whole workforce
3. Which perspective in the multidimensional strategic HR-model emphasizes different
institutional contexts, such as industry branches?
a) Multi-actor perspective
b) Broad societal view
c) Multi-level perspective
d) Core employee perspective
4. What does SHRM stand for in the context of the text?
a) Strategic Human Resource Management
b) Service Human Resource Management
c) Social Human Resource Management
d) Stakeholder Human Resource Management
5. According to the text, which type of contract represents unwritten expectations in the
employment relationship?
a) Legal contract
b) Economic contract
c) Psychological contract
d) Sociological contract
6. What is the key characteristic of the "new economy" mentioned in the text?
a) Focus on manufacturing and production
b) Shift from service sector to manufacturing
c) Emergence of non-tangible assets
, d) Decline in IT and telecommunications sectors
Answers:
1. c)
2. c)
3. b)
4. a)
5. c)
6. c)
,Chapter 2
1. What is the primary focus of the "best-fit school" in HRM?
a) One best way of doing things for every company
b) Alignment between HRM and internal and external context
c) Universal application of HR practices
d) Selective recruitment and selection
2. Which of Pfeffer's 7 best practices in HRM involves rewarding employees based on
organizational profits?
a) Extensive training
b) Teamworking
c) Performance-related pay (PRP)
d) Reduction of status differences
3. What is the central premise of the "best practice school" in HRM?
a) HR practices should be context-dependent
b) HR practices should be aligned with the organization's strategy
c) There is one universally applicable way of doing HRM
d) HR practices should prioritize employee well-being
4. According to the text, why does HRM need to be aligned with the organization's strategy?
a) To reduce the influence of external factors
b) To improve the organization's financial performance
c) To minimize the role of stakeholders
d) To establish a universal HRM approach
5. What does "enactment" refer to in the context of HRM?
a) Decentralizing responsibility
b) Scanning the environment and planning for the future
c) Aligning HR practices with organizational culture
d) Establishing a clear mission and vision
6. What is the primary purpose of a company's "mission" in the context of HRM?
a) To outline the organization's purpose
b) To describe how the organization accomplishes its purpose
c) To envision the organization's efforts in the market
d) To define the organization's strategic goals
, 7. Which type of linkage in HRM represents the lowest level of integration between HR
strategy and business strategy?
a) Administrative linkage
b) One-way linkage
c) Two-way linkage
d) Integrative linkage
8. What does the Harvard model emphasize in the relationship between HRM and
organizational performance?
a) The importance of individual HR practices
b) The need for internal and external contextual analysis
c) The role of HR in achieving hyper voluntarism
d) The significance of market mechanisms
9. Which of the following is NOT one of the four components of a business strategy
mentioned in the text?
a) Competitive strategy
b) Financial strategy
c) Operational strategy
d) Technological strategy
10. What does the "person-environment fit" concept in HRM primarily focus on?
a) Aligning HR practices with organizational systems
b) Ensuring that employees have the same values as the company
c) Matching individuals to jobs and organizations based on fit
d) Balancing internal and external fit in HRM
11. Which of the following is NOT one of the external components in the six-component
model of HR strategy?
a) The external general market context
b) The external population market context
c) The external general institutional context
d) The external population institutional context
12. What is the key assumption regarding HR policies and practices' influence on individuals'
basic psychological needs and performance?
a) HR practices have no influence on individual performance
b) HR practices influence individual performance, but not psychological needs
c) HR practices can influence both psychological needs and performance
d) HR practices only influence psychological needs, not performance
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