HRM, strategy and performance MCQs

HRM, strategy and performance MCQs

Answer these HRM, strategy and performance MCQs and see how sharp is your knowledge of HRM, strategy and performance.
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1: What approach to HR strategy formation advocates an internal focus as the basis for decision-making

A.   Best fit

B.   Best practice

C.   Resource-based view

D.   Balanced scorecard

2: HPWS stands for which of the following in HRMSection title

A.   High Performance Work Systems

B.   High-powered Work Systems

C.   High Performance Working Standards

D.   High Performance Worker Skills

3: Under the VRIO framework, which four characteristics of organisational assets are associated with the development of competitive advantage

A.   Veracity, rarity, inimitability, organisation

B.   Value, rarity, inimitability, organisation

C.   Value, randomness, inaccessibility, organisation

D.   Veracity, randomness, inaccessibility, oddness

4: The balanced scorecard advocates the assessment of organisational performance according to which four dimensions

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

5: Which approach to strategy formation is associated with responding to the unpredictability of an organisation’s immediate competitive environment

A.   Evolutionary

B.   Systems

C.   Classical

D.   Processual

6: What is the role of HRM in organizational strategy?

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

7: How does HRM contribute to organizational performance?

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

8: Which HRM approach emphasizes the importance of aligning HR practices with the strategic goals of the organization?

A.   Administrative HRM

B.   Strategic HRM

C.   Tactical HRM

D.   Operational HRM

9: How can HRM support a cost leadership strategy?

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

10: In a differentiation strategy, how can HRM contribute to creating a unique and valuable workforce?

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

11: What is the primary focus of strategic HR planning?

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

12: How can HRM contribute to enhancing employee engagement, which, in turn, improves organizational performance?

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

13: Which HRM function is crucial for identifying and developing high-potential employees for leadership positions in the organization?

A.   Recruitment and selection

B.   Performance appraisal

C.   Succession planning

D.   Compensation and benefits

14: How does strategic HRM support organizational adaptability and flexibility?

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

15: What is the relationship between strategic HRM and organizational performance?

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