These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
HRM is just another name for personnel management.
Personnel managers prefer the title Human Resource manager as it gives them more status.
There are significant differences in the core activities of HRM compared to those of traditional personnel management.
HRM involves all management decisions and actions that influence the nature of the relationship between the firm and its employees.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
HRM focuses on establishing employee commitment to enhance performance.
HRM emphasises communication with individuals and as such is incompatible with trade unions.
HRM involves, among other policies and practices, an emphasis on regular appraisals and pay tied to performance.
HRM involves the development of reward strategies that integrate teams and groups.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
HRM has emerged as a set of activities because personnel management was ineffective.
HRM has emerged as a set of activities because trade unions had become more powerful in many organizations.
HRM has emerged as a set of activities because senior managers wanted the personnel management function for themselves.
HRM has emerged as a set of activities because of the need for effective labour cost strategies with increased competition.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
HRM is generally performed by specialists in an HR department.
HRM is the responsibility of all those who manage people.
HRM is a key function of line management in any organization.
HRM is generally outsourced to external consultants.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
The growth of outsourcing in HRM is in most cases driven by cost.
The growth of outsourcing in HRM is due largely to the ineffectiveness of human resource specialists.
The growth of outsourcing in HRM is linked to the growth in availability of specialist HR software.
The growth of outsourcing in HRM is a function of globalization.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
Recruitment and selection are essentially the same process.
Recruitment always begins with the drawing up of a detailed job description.
Effective management of the recruitment process should involve questioning the need to recruit.
Recruitment involves picking the best candidate for the job.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
Selection is a good example of the application of scientific techniques in HRM.
Reliability in the selection process is a measure of the extent to which managers make good selection decisions.
Evidence suggests that selection based on assessment centres tends to be more effective at producing suitable candidates than by using interviews alone.
Evidence suggests that selection interviews score low on reliability and validity.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
Ethnocentric recruitment to multinational companies involves taking staff from local labour markets.
Ethnocentric recruitment to multinational companies involves recruiting staff that match the profiles of home country HQ employees.
Polycentric recruitment to multinational companies is the recruitment of local staff only.
Geocentric recruitment to multinational companies is the recruitment of home country staff only.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
Given the growth of international business, there are now a large number of globally friendly managers in the labour market.
The globally friendly and globally effective manager is a relatively scarce commodity.
Given the growth in multinationals it is no more expensive to recruit a manager to operate globally than it is to recruit one to operate locally.
Given the increase in international assignments, culture shock is much less of a problem than it was.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
Equal opportunities policies tend to be linked to legislation related to discrimination.
In HR policies diversity management is the preferred term for equal opportunities management.
Diversity management involves the recruitment of specific quotas of ethnic minorities, women and differently abled employees.
An equal opportunities policy ensures equality in terms of pay and promotion opportunity for all employees.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
The amount of training and development carried out has increased in all jobs and in all sectors of the economy in the UK.
The amount of training and development carried out has increased in all jobs and in all sectors of the economy in the UK and investment now matches that in Germany.
In training and development there has been a shift in emphasis from the development of manual skills to the development of interpersonal skills as in leadership training.
Training and development plays an increasingly important role in the development of business strategy
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
On-the-job training is more effective at developing skills than off-the-job training.
Off-the-job training is more effective at developing skills than on-the-job training.
On-the-job training is more expensive than external training courses since it involves more management staff in the training process.
It is relatively easy to identify and measure the costs of training but far more difficult to measure the benefits.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
The concept of equity is used extensively in establishing pay rates of employees in global companies.
Some organizations use pay policies and practices to achieve certain strategic goals.
Technology creates increased productivity which results in higher rates of pay for employees.
The banking industry is a good example of the link between organizational performance and rates of pay.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
Job evaluation is a system of determining basic rates of pay that compares job content and responsibilities across the sector of employment.
Incentive schemes based on the unit of production are impossible to operate for professional work.
A ‘total reward approach’ links basic rates of pay with some kind of incentive scheme.
Incentive schemes for managers tend to be linked to performance appraisal.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
Performance management is a key feature of a typical HRM approach to staff management.
There is no difficulty in using performance management both as a control device and as a motivational tool.
Appraisal schemes as part of performance management are restricted to management staff in most organizations.
360 degree appraisal involves employees appraising their bosses.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
The European Works Council Directive does not apply to the UK as the UK operates under an Anglo-Saxon system.
Collective bargaining involving trade unions as a means of determining wages and conditions predominates in UK manufacturing industry.
The evidence linking employee involvement with improved levels of performance is inconclusive.
Research shows conclusively that where employees are involved, either directly or through representatives, there are generally productivity increases.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
A contextualist view of HRM sees HR strategies as a function of the size and structure of the firm.
A contextualist view of HRM sees HR strategies as function of the size and nature of the economy.
A contextualist view of HRM sees HR strategies as a function of different institutional frameworks and cultural influences.
A contextualist view of HRM sees HR strategies as a mix of global and local practices.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
Many international HR managers would like to operate the same HR practices globally but are constrained by local requirements.
Many international HR managers prefer working with local practices.
Many international HR managers can easily ignore local requirements and operate with HQ practices.
There is seldom tension between HQ and local practices in multinational firms.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
Compared to those in the UK since the 1960s, USA firms place less emphasis on the use of law in HR matters.
German firms operate with a highly legalized framework covering employee involvement and the rights of employees well as employers.
The strong collectivistic values in Asian countries support a thriving trade union movement in most countries in Asia.
The state in Anglo-Saxon systems does not intervene in HR issues.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
Labour mobility and job changing is a feature of social market and Asian capitalist systems.
Asian systems with high uncertainty avoidance tend to favour internal job markets.
Anglo-Saxon capitalist systems tend to be paternalistic in their treatment of employees.
Asian capitalist systems do not allow trade unions to operate in individual firms.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
The involvement of HR specialists in strategic decision-making has increased since changed from ‘personnel manager’ to ‘HR manager’.
The ‘vicious circle’ depicted by Karen Legge is a dated study and has no relevance for the modern HR manager.
Since non-specialists in HR in other management positions carry out HR functions this is a potential source of conflict between HR specialists and other managers.
HR managers tend to be most effective when they ‘firefight’ and deal with problems as they arise.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
HR professionals have developed models of best practice that offer effective solutions to HR problems in most contexts.
A best fit approach suggests that effective HR strategies are dependent mainly on the cultural and institutional framework in which they operate.
A best fit approach suggests that effective HR strategies are those that are dependent mainly on the organization’s corporate and business strategies.
Different product markets often call for variations in HR strategy.
These questions are designed to test your understanding of the material contained within each chapter. For each question you are given a choice of 4 statements. Only one of these statements is correct.
US studies show little relationship between HR policies and practices and organizational success.
UK studies have shown that CEOs understand the contribution that HR specialists can make and develop strategies accordingly.
HR policies and practices could be a product rather than a cause of a successful organization.
While giving high ratings to the performance of HR specialists, most CEOs fail to adopt forward thinking HR policies and practices.