Test Bank For Human Resource Management Strategic and International Perspectives 4e Jonathan Crawshaw, Pawan Budhwar, Ann Davis Chapter 1-14
Chapter 1: Introduction: Context and challenges for HRM 1. Which of the below statements is NOT an assumption of HRM: a. HRM is a strategic perspective on people management b. That an organization’s sustained competitive advantage will only be secured by an investment in your people c. It is essential to secure a highly skilled and committed workforce d. It is essentially the same as personnel management Ans: D
2. Ulrich and Brockbank’s (2005) HR Leader Model proposes the following roles for HRM: a. Strategic Partner, Human Capital Developer, Employee Advocate and Functional Expert b. Conformist Innovator, Deviant Innovator, Problem Solver and Change Agent c. Regulator, Handmaiden, Advisor and Change Maker d. Adapter, Consultant, Synergist and Champion Ans: A 3. ‘Hard HRM’ refers to HR policies and practices that: a. Focus on gaining the commitment and engagement of employees b. Focus on setting targets and measuring employees’ performance c. Are difficult for employers to initiate d. Help develop a robust and tenacious workforce Ans: B 4. ‘Soft HRM’ refers to HR policies and practices that: a. Focus on the control and coordination of employees’ work b. Emphasize employees’ compliance with organizational rules and regulations