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Hrm Final Exam Essay Questions

1. Explain the ways that recruitment can contribute to the implementation of Human Resource Strategy

2. Outline and explain the options to consider when designing a reward strategy.

3. Briefly compare and contrast the differences between the ‘best fit’ and the ‘resource based’ approaches to strategic human resource management.

4. Outline the main uses of competency models in Strategic Human Resource Management?

5. Explain what you understand by the terms ‘unitarist’ and ‘pluralist’ and their implications for employee relations strategies.

6. Outline and discuss the factors to consider when designing a retention strategy

October —2013

1. Critically assess the strengths and weaknesses of ‘best practice’ models of HRM strategy?

2. Outline and discuss the main obstacles hindering or preventing HR departments from delivering strategic HRM

3. What should organisations consider when developing a reward strategy?

4. How can recruitment and selection processes contribute to strategic HRM?

5. Discuss the main features of a Learning Organisation. Why is it important in a strategic HRD approach to organising development?

6. Which mechanisms of employee involvement would you recommend using as part of your employee relations strategy and why?

New
1. Explain three best fit’ models of HRM and outline the strengths and weaknesses of such approaches to ‘strategy?

2. What are the main elements of a reward strategy?

3. Specify the data that you would need to analyse the potential absence problems of an organization

4. How can recruitment and selection processes contribute to strategic HRM?

6. Which mechanisms of employee involvement or ‘employee voice’ would you recommend using and why?

Section – b

Question 1

Critically evaluate the role that performance management systems play in the delivery of SHRM. Discuss the main mechanisms used in PMS and explain the different options that can be used within them. Use organisational examples as appropriate to support your answer

Question 2

Critically evaluate the factors to consider when designing a retention strategy.

Question 3

How can you best define and explain the concept of Strategic Human Resource Development? How does it differ from the concept of training and what are the strategic choices that make up Strategic Human Resource Development?

Question 4

Critically evaluate the options and strategic approaches required to design a ‘total reward’ system

Section B Answer two questions – Section B is worth 60 marks (30 marks for each question)

Question 1

Critically evaluate the role that performance management systems play in the delivery of SHRM. Discuss the main mechanisms used in PMS and explain the different options that can be used within them. Use organisational examples as appropriate to support your answer

Question 2

For developmental activity to be deemed ‘strategic’ organisations need to shift the focus from a training’ to a ‘learning’ approach. Discuss this proposition in the context of development activity supporting individual and organisational change

Question 3

Critically evaluate the use of competency based approaches in modern HR strategies. Explain in detail how they may be used in one specific area of HR such as performance management. Use organisational examples as appropriate to support your answer

Question 4

Critically evaluate ONE of the following
a)In what ways can HR strategies provide the level of organisational flexibility required by modern organisations? OR b)Should reward strategies always include an element of performance related pay. Justify your answer in relation to both theory and practise?

Section B

Answer two questions – Section B is worth 60 marks (30 marks for each
question)
Question 1

Critically evaluate the role that performance management systems play in the delivery of SHRM. Discuss the main mechanisms used in PMS and explain the different options that can be used within them. Use organisational examples as appropriate to support your answer (30 marks)

Question 2
(30 marks)

Question 3

Critically evaluate the use of competency based approaches in modern HR strategies.
Explain in detail how they may be used in relation to EITHER Recruitment and selection OR
Performance management
Use organisational examples as appropriate to support your answer (30 marks)

Question 4

Critically evaluate THREE of the following payment systems
Individual performance related pay (merit pay)
Time based pay
Skills based pay
Team based pay
(30 marks)

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HRM 500 Midterm Exam ( All Possible Questions With Solution )
Follow Link Below To Get Tutorial https://homeworklance.com/downloads/hrm-500-midterm-exam-possible-questions-solution/ Description:
The policies, practices, and systems that influence employees’ behavior, attitudes, and performance constitute: materials management. labor laws. human resource management. equal employment opportunity. supply chain management. As a type of resource, human capital refers to the: tax-deferred value of an employee’s 401(k) plan. total budget allocated to the HR department in an organization. wages, benefits, and other costs incurred in support of HR functions in an organization. employee characteristics that add economic…show more content…

Orientation Work analysis Training Recruitment Job design The process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals is referred to as _____. performance management selection work analysis orientation compensation _____ is a planned effort to enable employees to learn job-related knowledge, skills, and behavior. Training Compensation Performance appraisal Recruitment Selection The HR function of _____ involves acquiring knowledge, skills, and behavior that improve employees’ ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs. recruitment selection development employee relations personnel policy

The process of ensuring that employees’ activities and outputs match the organization’s goals is called _____. employee development performance management job analysis supply chain management career planning How does establishing and administering policies help organizations? It encourages employees to defend themselves by claiming ignorance of disciplinary norms. It leaves a lot of room for subjective decision-making. It allows companies to address issues on a case-by-case basis.

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