MPO2 EXAM QUESTIONS WITH VERIFIED
ANSWERS
which of the following statements is not true about strategic human resource
management
- The core HR functions should be consistent with business strategy and objectives
- The core HR functions can be transposed onto the formulation stage of business
strategy to help the organization meet its strategic objectives
-The core HR function should formulate and drive the business strategy
- The core HR function can be transposed onto the implementation stage of
business strategy - ANSWER the core HR function should formulate and drive the
business strategy
according to your textbook, a limitation with the 'strategic; aspect of HRM is -
ANSWER a strategy is based on unknowable, uncertain and ambiguous future
events, a strategy cannot be compartmentalised into actionable, plannable and
measurable events, over time strategic objectives no longer represent what they
were originally meant to and can become meaningless
----- create value by solving clients problems through the direct application of
expert knowledge - ANSWER knowledge-intensive firms
which of the following is an example of discrimination? - ANSWER all
which of the following is an example of diversity? - ANSWER a secular society
Which of the following is not true of affirmative action (positive discrimination)? -
ANSWER Ensures a person gets the job before anyone else because they are from
a minority group
Biofeedback, lie detection, the big-five personality factor, IQ and tests of cognitive
ability are all - ANSWER examples of the tests and measurements used by HR
as an association of wage-earning employees, organised and mobilised to represent
, its constituents, is commonly referred to as------ - ANSWER a union
---- represent the belief in th market mechanism, neo-liberalism and self interest in
the employer/ employee contract - ANSWER individual agreements
which of the following is not a core practice and process of human resource
management? - ANSWER The management of staff performance
the idea that staff simply want to be told what is required of them, given the
resources and training to acheive these requirements, and be remunerated if they go
beyond those requirements is central to which 'school' of human resource
management - ANSWER the hard school
an organisation that relies mainly in the experience, knowledge and expertise of its
professional staff is known as a---- - ANSWER knowledge intensive firm
according to alcesson (2004) the employment of talent and the advantage that the
organisation derives from that talent is known as - ANSWER human capital
advantage (HCA)
according to alvesson (2004)--- refers to highly evolved processes that are difficult
to imitate, such as systems of cross departmental cooperation, executive
development and so on - ANSWER HUman Process Advantage (HPA)
which of the following is part of the definition of culture? - ANSWER a pattern of
learned and shared assumptions, how things are done, or expected to be done in a
particular organisation, the framing of how organisational members think perceive
and feel
why is culture important? - ANSWER it allows organisational members to
understand what is aceptable behaviour within the organisation, it establsihes a set
of norms that can be transferred to new organisational members, it aligns members
behaviour to the objective of the organisation
if all members of an organiastion understand, share and are committed to the
organsations systems of ebelifs and values, that organisation is said to have what? -
ANSWER a strong culture
ANSWERS
which of the following statements is not true about strategic human resource
management
- The core HR functions should be consistent with business strategy and objectives
- The core HR functions can be transposed onto the formulation stage of business
strategy to help the organization meet its strategic objectives
-The core HR function should formulate and drive the business strategy
- The core HR function can be transposed onto the implementation stage of
business strategy - ANSWER the core HR function should formulate and drive the
business strategy
according to your textbook, a limitation with the 'strategic; aspect of HRM is -
ANSWER a strategy is based on unknowable, uncertain and ambiguous future
events, a strategy cannot be compartmentalised into actionable, plannable and
measurable events, over time strategic objectives no longer represent what they
were originally meant to and can become meaningless
----- create value by solving clients problems through the direct application of
expert knowledge - ANSWER knowledge-intensive firms
which of the following is an example of discrimination? - ANSWER all
which of the following is an example of diversity? - ANSWER a secular society
Which of the following is not true of affirmative action (positive discrimination)? -
ANSWER Ensures a person gets the job before anyone else because they are from
a minority group
Biofeedback, lie detection, the big-five personality factor, IQ and tests of cognitive
ability are all - ANSWER examples of the tests and measurements used by HR
as an association of wage-earning employees, organised and mobilised to represent
, its constituents, is commonly referred to as------ - ANSWER a union
---- represent the belief in th market mechanism, neo-liberalism and self interest in
the employer/ employee contract - ANSWER individual agreements
which of the following is not a core practice and process of human resource
management? - ANSWER The management of staff performance
the idea that staff simply want to be told what is required of them, given the
resources and training to acheive these requirements, and be remunerated if they go
beyond those requirements is central to which 'school' of human resource
management - ANSWER the hard school
an organisation that relies mainly in the experience, knowledge and expertise of its
professional staff is known as a---- - ANSWER knowledge intensive firm
according to alcesson (2004) the employment of talent and the advantage that the
organisation derives from that talent is known as - ANSWER human capital
advantage (HCA)
according to alvesson (2004)--- refers to highly evolved processes that are difficult
to imitate, such as systems of cross departmental cooperation, executive
development and so on - ANSWER HUman Process Advantage (HPA)
which of the following is part of the definition of culture? - ANSWER a pattern of
learned and shared assumptions, how things are done, or expected to be done in a
particular organisation, the framing of how organisational members think perceive
and feel
why is culture important? - ANSWER it allows organisational members to
understand what is aceptable behaviour within the organisation, it establsihes a set
of norms that can be transferred to new organisational members, it aligns members
behaviour to the objective of the organisation
if all members of an organiastion understand, share and are committed to the
organsations systems of ebelifs and values, that organisation is said to have what? -
ANSWER a strong culture
