Hrm Exam Question
Section – a ------ May 2014
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
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