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| HRM Guide publishes articles and news releases about HR surveys, employment law, human resource research, HR books and careers that bridge the gap between theory and practice. |
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AnswersHuman 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
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HRM Guide .co.uk Human Resources |
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