HRM3703 ASSIGNMENT 2 COMPLETE ANSWERS
STUDY GUIDE 2025/2026 ACCURATE QUESTIONS AND
VERIFIED DETAILED SOLUTIONS || 100%
GUARANTEED PASS <UPDATED VERSION>
Theme 1: Strategic Human Resource Management (SHRM)
1. QUESTION: What is the primary objective of Strategic Human Resource
Management (SHRM)?
ANSWER: The primary objective of SHRM is to align human resource
policies and practices with the strategic goals of the organization to improve
business performance and develop a culture of innovation and flexibility.
2. QUESTION: Differentiate between 'vertical fit' and 'horizontal fit' in
SHRM.
ANSWER: Vertical fit refers to the alignment of HR strategies with the overall
business strategy. Horizontal fit refers to the internal consistency and mutual
reinforcement of the various HR policies and practices with each other.
,3. QUESTION: Name the four typical roles in Dave Ulrich's HR Model.
ANSWER: Strategic Partner, Change Agent, Administrative Expert, and
Employee Champion.
4. QUESTION: 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
flexibility, leading to a sustainable competitive advantage.
5. QUESTION: How does the Resource-Based View (RBV) of the firm relate
to SHRM?
ANSWER: The RBV suggests that a firm's unique human resources (i.e., their
skills, knowledge, and capabilities) can be a source of sustainable competitive
advantage if they are valuable, rare, inimitable, and non-substitutable (VRIN).
6. QUESTION: What is the difference between a 'best-fit' and a 'best-
practice' approach to SHRM?
ANSWER: Best-fit argues that HR strategy is dependent on the organization's
context (e.g., size, life cycle, strategy). Best-practice suggests there are universal
HR practices that lead to superior performance in all contexts.
, 7. QUESTION: What is talent management?
ANSWER: Talent management is the systematic process of identifying,
attracting, developing, engaging, retaining, and deploying individuals who are
considered particularly valuable to an organization.
8. QUESTION: Define 'succession planning'.
ANSWER: Succession planning is the process of identifying and developing
internal personnel with the potential to fill key leadership positions in the company,
ensuring business continuity.
9. QUESTION: What is the role of HR analytics in SHRM?
ANSWER: HR analytics involves using data analysis to make evidence-based
decisions about human resources, helping to predict outcomes, measure ROI on
HR initiatives, and align HR strategy with business goals.
10. QUESTION: What are the key components of an effective HR strategy?
ANSWER: A clear statement of purpose, an analysis of the current situation, a
set of strategic objectives, and a detailed action plan for implementation and
evaluation.
Theme 2: Workforce Planning, Recruitment, and Selection
STUDY GUIDE 2025/2026 ACCURATE QUESTIONS AND
VERIFIED DETAILED SOLUTIONS || 100%
GUARANTEED PASS <UPDATED VERSION>
Theme 1: Strategic Human Resource Management (SHRM)
1. QUESTION: What is the primary objective of Strategic Human Resource
Management (SHRM)?
ANSWER: The primary objective of SHRM is to align human resource
policies and practices with the strategic goals of the organization to improve
business performance and develop a culture of innovation and flexibility.
2. QUESTION: Differentiate between 'vertical fit' and 'horizontal fit' in
SHRM.
ANSWER: Vertical fit refers to the alignment of HR strategies with the overall
business strategy. Horizontal fit refers to the internal consistency and mutual
reinforcement of the various HR policies and practices with each other.
,3. QUESTION: Name the four typical roles in Dave Ulrich's HR Model.
ANSWER: Strategic Partner, Change Agent, Administrative Expert, and
Employee Champion.
4. QUESTION: 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
flexibility, leading to a sustainable competitive advantage.
5. QUESTION: How does the Resource-Based View (RBV) of the firm relate
to SHRM?
ANSWER: The RBV suggests that a firm's unique human resources (i.e., their
skills, knowledge, and capabilities) can be a source of sustainable competitive
advantage if they are valuable, rare, inimitable, and non-substitutable (VRIN).
6. QUESTION: What is the difference between a 'best-fit' and a 'best-
practice' approach to SHRM?
ANSWER: Best-fit argues that HR strategy is dependent on the organization's
context (e.g., size, life cycle, strategy). Best-practice suggests there are universal
HR practices that lead to superior performance in all contexts.
, 7. QUESTION: What is talent management?
ANSWER: Talent management is the systematic process of identifying,
attracting, developing, engaging, retaining, and deploying individuals who are
considered particularly valuable to an organization.
8. QUESTION: Define 'succession planning'.
ANSWER: Succession planning is the process of identifying and developing
internal personnel with the potential to fill key leadership positions in the company,
ensuring business continuity.
9. QUESTION: What is the role of HR analytics in SHRM?
ANSWER: HR analytics involves using data analysis to make evidence-based
decisions about human resources, helping to predict outcomes, measure ROI on
HR initiatives, and align HR strategy with business goals.
10. QUESTION: What are the key components of an effective HR strategy?
ANSWER: A clear statement of purpose, an analysis of the current situation, a
set of strategic objectives, and a detailed action plan for implementation and
evaluation.
Theme 2: Workforce Planning, Recruitment, and Selection
