HUMAN RESOURCE MANAGEMENT EXAM 1 QUESTIONS & ANSWERS LATEST UPDATE
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MGMNT 182
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MGMNT 182
HUMAN RESOURCE MANAGEMENT EXAM 1 QUESTIONS & ANSWERS
1. The HR Director of a manufacturing company stated: “Our HR strategy is to stimulate changes on a broad front aimed ultimately competitive advantage through the efforts of our people. In an industry of fast followers, those who lea...
HUMAN RESOURCE MANAGEMENT EXAM 1
QUESTIONS & ANSWERS
1. The HR Director of a manufacturing company stated: “Our HR strategy is to stimulate
changes on a broad front aimed ultimately competitive advantage through the efforts of our
people. In an industry of fast followers, those who learn quickest will be the winners.”
This statement describes: General HR strategy
2. HR strategies aim to meet only human needs to the organization. (False)
3. According to the contingency theory, HR aims, polices, strategies, and activities are
valid only if they are related to the situation of the one
4. Each HR department employee has a job title of an HR manager (False)
5. In accordance with the Harvard model, what is the characteristic HRM feature?
Line managers accept more responsibility for ensuring the alignment of competitive
strategy and HR policies
6. HRM has a strong theoretical base that comes only from theories of motivation and
commitment (False)
7. The effectiveness of an HR department is impossible to assess. (False)
8. Hard view of HRM puts an emphasis on statistical and quantitative sides of business. (True)
9. Which of the following is not characteristic of an European model of HRM?
huge role of social responsibility
temporarily learning
participation in decision making
dialogue between social partners
10. HRM is impacted by Both, Internal and external, forces
11. A general HR strategy focuses on employee decision making, power, access to information,
training and incentives so that employees could understand and control their work. This
strategy is known as High-commitment management
,12. An effective HR strategy should All of the above (Be evidence-based, Be turned into
actionable programs, Be founded on detailed analysis)
13. The HR function is typically not expected to engage in innovation. (False)
14. Alice is a newly promoted store manager of a large shoe retail chain. On her third day of
work she received an email from the corporate HR department. The email reminded her that
, she had to assign mentors to three new store employees. Alice was convinced that her
responsibilities did not include providing support to new employees. She believed such
support was necessary but thought that it was a responsibility of the HR department.
Convinced that she received this email by mistake, she ignored the email. What do you think
of Alice’s decision? She is incorrect. She should have responded and asked for an
explanation
15. Some believe that HRM is about delivering services and advice to the organization. True
16. A strong emphasis on various measures of productivity, quality, levels of customer
service is a key characteristic of
Engagement
None of the above
High-commitment management
High-performance management
Strategic HRM
17. Hard view of HRM does not place much emphasis on employee needs. (True)
18. According to the asset or resource based view of HRM, organizations change and/or
renew themselves through human capital
19. Strategic HRM refers to An approach that defines how the organization's goals will be
achieved through people by means of HR strategies and integrated HR policies and
practice
20. The main areas of HR activities, such as resourcing, learning and development, reward
and employee relations, represent Transactional activities
21. HRM is partly based on assumptions and beliefs.
False
True
22. From the perspective of the soft view of HRM, workforce is resource that can be hired,
used, and dispensed without considering their feelings. (False)
23. How people are managed in a company depends only on "hard” evidence, such as
statistical forecasts, HR analytics, established effective practices, or benchmarking and
not on the company leaders’ beliefs and assumptions about people. (False)
24. According to the contingency theory. HR alms, policies, strategies, and activities
are valid only If they are related to the situation of the organization
, 25. The practice of referring to people as resources has often been criticized because The
term "human resources' devalues people and reduces them to the same category as
materials, money, and technology - all resources
26. Each company develops its own unique approach to managing people.
False
True
27. Which of the following is not a basic assumption of fit or matching approach to strategic
HRM?
The flow of human capital through the firm -the movement of people and of
knowledge.
The human capital pool is comprised of the stock of employee knowledge, skills,
motivation, and behaviors.
Organizations change and/or renew themselves through its human capital.
All of the above
28. According to Jack Welch (video), HR must sit on every meeting and be involved in
every part of the business process. (True)
29. Line managers’ involvement in HR processes and activities is crucial because they allow
employee concerns to be raised and discussed, coach, guide, and recognize performance,
and implement HR policies
30. Which theory states that HRM practices are dependent on the organization’s
environment and circumstances? Contingency theory
31. All companies adopt the same model of HRM. (False)
32. Term HRM has been used since 1980s
33. Line managers are not typically involved in HRM activities and processes. (False)
34. Soft view of HRM suggests investments in continuous learning and development of
employees. (True)
35. What is the main role of an HR function?
To create an environment that enhances engagement by enabling people to make
the best use of their capacities and contributing to the achievement of sustained
competitive advantage
To supply the company with necessary well-qualified work force
To deliver the CEO's view on companies’ business plans and strategies to the all
levels and lines of stuff
To make both employees and employers happier
36. Which of the following is not an objective of strategic HRM?
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