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   Human Resource Management in a Business Context   >  Introduction to HRM
(Please stick with your first answer)
Yes No..... Human resources are just the same as any other business resource
Yes No..... Storey described HRM as an 'amalgam of description, prescription and logical deduction'
Yes No..... Hard and soft mean difficult and easy to understand respectively
Yes No..... Personnel Management has more of a welfare than a managerialist tradition in some countries
Yes No..... HRM is just a new name for Personnel Management wherever it is applied
Yes No..... There is greater stress on differences between HRM and Personnel Management outside the USA
Yes No..... Legge said that most accounts of personnel management are normative rather than descriptive
Yes No..... Pfeffer and Ulrich have encouraged the 'best practice' approach to HRM
Yes No..... Harvard's model of HRM was much harder than that from Michigan
Yes No..... The Harvard model stands in the tradition of 'human relations'
Yes No..... The Harvard map shows the countries where HRM is most used
Yes No..... The 'four Cs' of the Harvard model are: consistency, conflict, caring and constancy
Yes No..... The Michigan model is also known as the 'matching model' of HRM
Yes No..... Human Resource Management is portrayed as a systematic approach to people management
Yes No..... The fundamental concepts of HRM are generally agreed and easy to implement
Yes No..... There is a coherent and integrated system of HR certification in the USA
Yes No..... Stakeholder theory contrasts with the stockholder model
Yes No..... Stakeholder theory has its origins in HRM
Yes No..... The rise and application of HRM has been faster in theory than in practice
Yes No..... Senior managers tend to view HRM as strategic

 
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 > The concept of HRM


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