Human Resources
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| Human Resource Management in a Business Context > Introduction to HRM |
![]() Human Resource Management
3rd Edition 2007
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| Price and delivery |
| Amazon.co.uk - UK pounds |
| Amazon.com - US dollars |
| SeekBooks - Aus. Dollars |
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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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