HUMAN RESOURCE MANAGEMENT EXAM
QUESTIONS AND ANSWERS 100%
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(Boxall & Purcell, 2016, p.5) - ANSWER 'organisations are dependent on HR which will
make them successful...people working with resources create a viable business'
(Boxall & Purcell, 2016, pp.3-4) - ANSWER Definition of HR: 'characteristics that are
intrinsic to humans which can be applied to various tasks/challenges...HR includes
knowledge, skills and energies that can be use din daily roles.'
(McKenna and Beech, 2014, p.1) - ANSWER HRM seeks to maximise organisational
performance and the well-being of employees through adoption of practices.
(Guest, 1987, p. 503) - ANSWER set of policies designed to maximise organisational
intergration, employee commitment, flexibility and quality of work.
(Storey & Sisson, 1993) - ANSWER no single definition of HRM
(Torrington et al., 2017) - ANSWER HRM=new name for 'personnel management'
(Legge, 2005) - ANSWER importance of HRM lies in function and rhetoric about how
employees should be managed
(Torrington et al., 2017) - ANSWER 4 dimensions of HRM: staffing objectives/
performance objectives/change management objectives/ admin objectives
(Storey, 1995) - ANSWER 1. HR gives competitive edge
2. HRM aims to secure employee commitment
(Barney, 1991) - ANSWER (strategic HRM) resource-based view of the firm and
perceived value of human capital.
1. rarity
2. valuable
3.inimitable
4. non-substitutable
(Wright et al., 1994) - ANSWER Long-run HR cannot be substituted (ie for technology)
as it's the only resource that does not become obsolete.
QUESTIONS AND ANSWERS 100%
ACCURATE!
, Save
(Boxall & Purcell, 2016, p.5) - ANSWER 'organisations are dependent on HR which will
make them successful...people working with resources create a viable business'
(Boxall & Purcell, 2016, pp.3-4) - ANSWER Definition of HR: 'characteristics that are
intrinsic to humans which can be applied to various tasks/challenges...HR includes
knowledge, skills and energies that can be use din daily roles.'
(McKenna and Beech, 2014, p.1) - ANSWER HRM seeks to maximise organisational
performance and the well-being of employees through adoption of practices.
(Guest, 1987, p. 503) - ANSWER set of policies designed to maximise organisational
intergration, employee commitment, flexibility and quality of work.
(Storey & Sisson, 1993) - ANSWER no single definition of HRM
(Torrington et al., 2017) - ANSWER HRM=new name for 'personnel management'
(Legge, 2005) - ANSWER importance of HRM lies in function and rhetoric about how
employees should be managed
(Torrington et al., 2017) - ANSWER 4 dimensions of HRM: staffing objectives/
performance objectives/change management objectives/ admin objectives
(Storey, 1995) - ANSWER 1. HR gives competitive edge
2. HRM aims to secure employee commitment
(Barney, 1991) - ANSWER (strategic HRM) resource-based view of the firm and
perceived value of human capital.
1. rarity
2. valuable
3.inimitable
4. non-substitutable
(Wright et al., 1994) - ANSWER Long-run HR cannot be substituted (ie for technology)
as it's the only resource that does not become obsolete.
