This new edition provides an international and up-to-date perspective of human resource management. Expanded and revised to include a range of new HR topics, real-life examples and case studies from around the world.

Human resources are just the same as any other business resource - No

Storey described HRM as an 'amalgam of description, prescription and logical deduction' - Yes

Hard and soft mean difficult and easy to understand respectively - No

Personnel Management has more of a welfare than a managerialist tradition in some countries - Yes

HRM is just a new name for Personnel Management wherever it is applied - No

There is greater stress on differences between HRM and Personnel Management outside the USA - Yes

Legge said that most accounts of personnel management are normative rather than descriptive - No

Pfeffer and Ulrich have encouraged the 'best practice' approach to HRM - Yes

Harvard's model of HRM was much harder than that from Michigan - No

The Harvard model stands in the tradition of 'human relations' - Yes

The Harvard map shows the countries where HRM is most used - No

The 'four Cs' of the Harvard model are: consistency, conflict, caring and constancy - No

The Michigan model is also known as the 'matching model' of HRM - Yes

Human Resource Management is portrayed as a systematic approach to people management - Yes

The fundamental concepts of HRM are generally agreed and easy to implement - No

There is a coherent and integrated system of HR certification in the USA - No

Stakeholder theory contrasts with the stockholder model - Yes

Stakeholder theory has its origins in HRM - No

The rise and application of HRM has been faster in theory than in practice - Yes

Senior managers tend to view HRM as strategic - Yes

You will find explanations for these answers in HR Topics - The concept of HRM

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