HRM3703 ASSIGNMENT 2 COMPLETE ANSWERS STUDY GUIDE
2025/2026 ACCURATE SOLUTIONS AND CORRECT DETAILED
ANSWERS || 100% GUARANTEED PASS <UPDATED VERSION>
Section 1: Strategic Human Resource Management (SHRM)
1. What is the primary goal of Strategic Human Resource Management
(SHRM)?
ANSWER: The primary goal of SHRM is to align the organization's human
resources with its strategic objectives and goals to improve business performance
and develop a culture of innovation, flexibility, and competitive advantage.
2. Differentiate between traditional HRM and Strategic HRM.
ANSWER: Traditional HRM is largely operational and administrative,
focusing on day-to-day employee-related functions (payroll, compliance). SHRM
is strategic and integrative, focusing on long-term goals and linking HR practices
with the overall business strategy.
3. Name the four key roles in Dave Ulrich's HR Model.
ANSWER: Strategic Partner, Change Agent, Administrative Expert, and
Employee Champion.
,4. What does the "Resource-Based View" (RBV) of the firm suggest about
human capital?
ANSWER: The RBV suggests that a firm's internal resources, particularly
valuable, rare, inimitable, and non-substitutable (VRIN) human capital, are the
primary sources of sustained competitive advantage.
5. What are the three key elements of the "Harvard Framework" for HRM?
ANSWER: Stakeholder Interests, Situational Factors, HRM Policy Choices,
and HR Outcomes, which collectively lead to Long-Term Consequences.
6. What is meant by "vertical fit" in SHRM?
ANSWER: Vertical fit refers to the alignment of HR strategies with the overall
business strategy of the organization.
7. What is meant by "horizontal fit" in SHRM?
ANSWER: Horizontal fit refers to the internal consistency and mutual
reinforcement of the various HR practices (e.g., recruitment, training,
compensation) so they work together coherently.
8. What is a High-Performance Work System (HPWS)?
ANSWER: A HPWS is a combination of HR practices, work structures, and
, processes designed to maximize employee knowledge, skill, commitment, and
productivity.
9. List three common business strategies and a corresponding HR strategy.
ANSWER:
• Cost Leadership Business Strategy: HR strategy focuses on efficiency,
lean staffing, and cost control in compensation.
• Differentiation Business Strategy: HR strategy focuses on innovation,
attracting creative talent, and performance-based rewards.
• Focus/Niche Business Strategy: HR strategy focuses on deep
specialization, extensive training, and high employee retention.
10. How does SHRM contribute to organizational performance?
ANSWER: SHRM contributes by ensuring the right people with the right
skills are in the right places, fostering a positive and high-performing culture, and
directly linking human capital initiatives to key business metrics like profitability
and market share.
Section 2: Talent Management & Acquisition
2025/2026 ACCURATE SOLUTIONS AND CORRECT DETAILED
ANSWERS || 100% GUARANTEED PASS <UPDATED VERSION>
Section 1: Strategic Human Resource Management (SHRM)
1. What is the primary goal of Strategic Human Resource Management
(SHRM)?
ANSWER: The primary goal of SHRM is to align the organization's human
resources with its strategic objectives and goals to improve business performance
and develop a culture of innovation, flexibility, and competitive advantage.
2. Differentiate between traditional HRM and Strategic HRM.
ANSWER: Traditional HRM is largely operational and administrative,
focusing on day-to-day employee-related functions (payroll, compliance). SHRM
is strategic and integrative, focusing on long-term goals and linking HR practices
with the overall business strategy.
3. Name the four key roles in Dave Ulrich's HR Model.
ANSWER: Strategic Partner, Change Agent, Administrative Expert, and
Employee Champion.
,4. What does the "Resource-Based View" (RBV) of the firm suggest about
human capital?
ANSWER: The RBV suggests that a firm's internal resources, particularly
valuable, rare, inimitable, and non-substitutable (VRIN) human capital, are the
primary sources of sustained competitive advantage.
5. What are the three key elements of the "Harvard Framework" for HRM?
ANSWER: Stakeholder Interests, Situational Factors, HRM Policy Choices,
and HR Outcomes, which collectively lead to Long-Term Consequences.
6. What is meant by "vertical fit" in SHRM?
ANSWER: Vertical fit refers to the alignment of HR strategies with the overall
business strategy of the organization.
7. What is meant by "horizontal fit" in SHRM?
ANSWER: Horizontal fit refers to the internal consistency and mutual
reinforcement of the various HR practices (e.g., recruitment, training,
compensation) so they work together coherently.
8. What is a High-Performance Work System (HPWS)?
ANSWER: A HPWS is a combination of HR practices, work structures, and
, processes designed to maximize employee knowledge, skill, commitment, and
productivity.
9. List three common business strategies and a corresponding HR strategy.
ANSWER:
• Cost Leadership Business Strategy: HR strategy focuses on efficiency,
lean staffing, and cost control in compensation.
• Differentiation Business Strategy: HR strategy focuses on innovation,
attracting creative talent, and performance-based rewards.
• Focus/Niche Business Strategy: HR strategy focuses on deep
specialization, extensive training, and high employee retention.
10. How does SHRM contribute to organizational performance?
ANSWER: SHRM contributes by ensuring the right people with the right
skills are in the right places, fostering a positive and high-performing culture, and
directly linking human capital initiatives to key business metrics like profitability
and market share.
Section 2: Talent Management & Acquisition
