Answer these HRM, strategy and performance MCQs and see how sharp is your knowledge of HRM, strategy and performance.
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A. Best fit
B. Best practice
C. Resource-based view
D. Balanced scorecard
A. High Performance Work Systems
B. High-powered Work Systems
C. High Performance Working Standards
D. High Performance Worker Skills
A. Veracity, rarity, inimitability, organisation
B. Value, rarity, inimitability, organisation
C. Value, randomness, inaccessibility, organisation
D. Veracity, randomness, inaccessibility, oddness
A. Profitability, productivity, feedback, people
B. Financial, operations, client, learning and development
C. Profit, market share, turnover, productivity
D. Financial, customer, process, learning and development
A. Evolutionary
B. Systems
C. Classical
D. Processual
A. To develop marketing and sales strategies
B. To create financial projections and budgets
C. To align HR practices with the overall organizational strategy
D. To manage customer relationships
A. By setting strict rules and regulations
B. By enforcing disciplinary actions
C. By attracting, developing, and retaining talented employees
D. By reducing employee benefits and compensation
A. Administrative HRM
B. Strategic HRM
C. Tactical HRM
D. Operational HRM
A. By investing in high-quality products and services
B. By offering premium benefits to employees
C. By implementing cost-effective HR practices, such as efficient recruitment and training
D. By increasing employee compensation and bonuses
A. By standardizing job roles and responsibilities
B. By implementing strict performance evaluations
C. By attracting and developing employees with specialized skills and talents
D. By offering the highest compensation in the industry
A. To create long-term financial projections
B. To forecast industry trends
C. To align HR practices with the organization's future goals and objectives
D. To analyze competitors' strategies
A. By micromanaging employees' tasks
B. By reducing employee workload
C. By providing opportunities for skill development, recognition, and meaningful work
D. By implementing strict disciplinary measures
A. Recruitment and selection
B. Performance appraisal
C. Succession planning
D. Compensation and benefits
A. By promoting hierarchical decision-making
B. By maintaining rigid job descriptions and roles
C. By facilitating the development of a versatile and agile workforce
D. By implementing strict rules and policies
A. Strategic HRM has no impact on organizational performance
B. Organizations with a strategic HRM approach tend to outperform those with administrative HRM approaches
C. Strategic HRM is only relevant for large organizations
D. Organizations with tactical HRM approaches have the highest performance