HRM Quizzes Questions and
Answers 100% Pass
The instrumental approach to HRM:
a. has been largely replaced by the preferred humanistic approach to HRM.
b. has proved too costly and time consuming for organisations to implement.
c. stresses the rational, strategic and quantitative aspects of managing employees.
d. places emphasis on getting employees committed, trained and motivated. - ✔✔C
According to Stone's diagnostic approach to human resource management, two HRM
outcomes are
a. job analysis and employee recruitment
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,b. organisation structure and organisation culture
c. employee commitment and performance
d. acquisition and departure of human resources - ✔✔C
Organisations which are characterised by flexibility, adaptability, informality,
entrepreneurial behaviour, and less specialised roles are described as having:
a. laissez-faire management
b. narrow spans of control.
c. bureaucratic/autocratic managers.
d. wide spans of control. - ✔✔D
If employees perceive that they are being treated in a cold and aloof manner by their
managers, this is an example of inadequate:
a. natural justice
b. interactional justice.
c. procedural justice.
d. distributive justice. - ✔✔B
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,Which forecasting technique uses team members to independently generate as many
solutions to a HRP problem as possible?
a. The nominal group technique
b. Econometric forecasting
c. The Delphi technique
d. Trend projections - ✔✔A
Stone argues that HRM activities contribute to the development of an organisation's
culture and provide it with a competitive edge by
a. stimulating and reinforcing behaviours needed to achieve the organisation's strategic
objectives.
b. restricting the organisation's strategic objectives to those that can be readily achieved
with the existing human resources.
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, c. selecting only applicants with specialist skills to fill vacant positions.
d. designing highly specialised jobs which allow employees to perform a narrow range
of tasks more efficiently. - ✔✔A
The extent to which HRM strategies and policies stimulate employees to achieve a
designed goal, is known as:
a. congruence
b. job satisfaction.
c. motivation.
d. commitment. - ✔✔C
Succession planning stresses the development of high-potential employees and:
a. takes a long term view of the organisation's HR needs.
b. has largely replaced the use of replacement charts in organisations.
Emily Charlene, All Rights Reserved © 2025 4
Answers 100% Pass
The instrumental approach to HRM:
a. has been largely replaced by the preferred humanistic approach to HRM.
b. has proved too costly and time consuming for organisations to implement.
c. stresses the rational, strategic and quantitative aspects of managing employees.
d. places emphasis on getting employees committed, trained and motivated. - ✔✔C
According to Stone's diagnostic approach to human resource management, two HRM
outcomes are
a. job analysis and employee recruitment
Emily Charlene, All Rights Reserved © 2025 1
,b. organisation structure and organisation culture
c. employee commitment and performance
d. acquisition and departure of human resources - ✔✔C
Organisations which are characterised by flexibility, adaptability, informality,
entrepreneurial behaviour, and less specialised roles are described as having:
a. laissez-faire management
b. narrow spans of control.
c. bureaucratic/autocratic managers.
d. wide spans of control. - ✔✔D
If employees perceive that they are being treated in a cold and aloof manner by their
managers, this is an example of inadequate:
a. natural justice
b. interactional justice.
c. procedural justice.
d. distributive justice. - ✔✔B
Emily Charlene, All Rights Reserved © 2025 2
,Which forecasting technique uses team members to independently generate as many
solutions to a HRP problem as possible?
a. The nominal group technique
b. Econometric forecasting
c. The Delphi technique
d. Trend projections - ✔✔A
Stone argues that HRM activities contribute to the development of an organisation's
culture and provide it with a competitive edge by
a. stimulating and reinforcing behaviours needed to achieve the organisation's strategic
objectives.
b. restricting the organisation's strategic objectives to those that can be readily achieved
with the existing human resources.
Emily Charlene, All Rights Reserved © 2025 3
, c. selecting only applicants with specialist skills to fill vacant positions.
d. designing highly specialised jobs which allow employees to perform a narrow range
of tasks more efficiently. - ✔✔A
The extent to which HRM strategies and policies stimulate employees to achieve a
designed goal, is known as:
a. congruence
b. job satisfaction.
c. motivation.
d. commitment. - ✔✔C
Succession planning stresses the development of high-potential employees and:
a. takes a long term view of the organisation's HR needs.
b. has largely replaced the use of replacement charts in organisations.
Emily Charlene, All Rights Reserved © 2025 4
