HRM Exam Question

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?
5. 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 them. Use organisational examples as appropriate to support your answer

Question 2

Critically evaluate the factors to consider when designing a retention strategy.

Question 3

How can you best define and explain the concept of Strategic Human Resource Development? How does it differ from the concept of training and what are the strategic choices that make up Strategic Human Resource Development?

Question 4

Critically evaluate the options and strategic approaches required to design a ‘total reward’ system

Section B

Answer two questions — Section B is worth 60 marks (30 marks for each question)

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 them. Use organisational examples as appropriate to support your answer

Question 2

For developmental activity to be deemed ‘strategic’ organisations need to shift the focus from a training’ to a ‘learning’ approach. Discuss this proposition in the context of development activity supporting individual and organisational change

Question 3

Critically evaluate the use of competency based approaches in modern HR strategies. Explain in detail how they may be used in one specific area of HR such as performance management. Use organisational examples as appropriate to support your answer

Question 4

Critically evaluate ONE of the followinga)In what ways can HR strategies provide the level of organisational flexibility required by modern organisations? OR b)Should reward strategies always include an element of performance related pay. Justify your answer in relation to both theory and practise?

Section B

Answer two questions — Section B is worth 60 marks (30 marks for eachquestion)

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 them. Use organisational examples as appropriate to support your answer (30 marks)

Question 2 (30 marks)

Question 3

Critically evaluate the use of competency based approaches in modern HR strategies.Explain in detail how they may be used in relation to EITHER Recruitment and selection ORPerformance managementUse organisational examples as appropriate to support your answer (30 marks)

Question 4

Critically evaluate THREE of the following payment systems

• Individual performance related pay (merit pay)
• Time based pay
• Skills based pay
• Team based pay(30 marks)