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Gilmore & Williams: Human Resource Management 2e

Chapter 01

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Question 1

In which decade did HRM originate?

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c) 1980s

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1980s - the term originated in the USA in the early 1980s and offers the promise that the people management function, where it exists, can meet

the challenges faced by contemporary organizations and occupy a heightened strategic role if its philosophies and practices are used.

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Question 2

What are the ideas underpinning 'soft', 'commitment', or 'high-road' HRM practices?

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a) Labour needs to be treated as an asset to be invested in

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These approaches stress the mutuality existing between employer and employee; see labour as an asset to be invested in rather than treated

as a cost, and view commitment to and investment in human capital activities as central to competitive advantage.

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Question 3

Which consulting company is associated with the concept of talent management?

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d) McKinsey

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McKinsey and their 'War for Talent' reports are associated with this concept; arguing that the 'knowledge economy' was placing a premium on

talented employees.

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Question 4

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Why are employers interested in employee engagement?

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c) Because engaged employees are more motivated and prepared to give of their best to make the firm succeed

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Engaged employees are argued to have a sense of personal attachment to their work and the company; they are prepared to give of their best

for the organization, and if the employer delivers on their commitments to staff, the psychological contract is enhanced between both parties;

enhancing mutual trust and the employee's sense of fairness.

Page reference: 11

Question 5

Which of the following is a key HR role as defined by Ulrich et al (2009)?

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b) Business ally

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Ulrich and his colleagues developed six key roles for HR practitioners, arguing that fulfilling them will lead to added value for the function and for

the organization. They are: credible activist, culture and change steward, talent manager/organizational designer, strategy architect, operational

executor, and business ally.

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Question 6

The term 'emotional labour' is associated with which author?

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Correct answer:

a) Arlie Hochschild

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Emotional labour, and engaging in aspects of it, is increasingly seen as being a crucial component of the service encounter, whether that occurs

virtually or on a face to face basis. The term and the concept is associated with the ground-breaking work of Hoschshild and her (1983) book,

The Managed Heart.

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Question 7

What does the term 'financialization' refer to?

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a) A process whereby financial markets and institutions gain greater influence over economic policy, economic outcomes and the elevation of

the financial sector over others.

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It is a term used to describe the dominance of profit-making mechanisms that rely on financial transactions in the global finance markets rather

than trading and commodity/service production.

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Question 8

Why do some commentators claim that it is unlikely that the UK economy will become a knowledge economy?

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c) Historically low levels of company investment into research and development.

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Some commentators claim that due to low levels of company investment into research and development it is unlikely that the UK economy will

become a knowledge economy. Indeed, a low-skill strategy is arguably more important, and more likely in many sectors.

Page reference: 13-14

Question 9

What measures are typically involved in the rationalizing of businesses?

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c) Downsizing and Delayering

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'Rationalizing' a business typically involves organizations reducing the number of staff it employs (because employment costs are often the

most substantial areas of outlay for a company), and also reducing the layers of management hierarchy. This also reduces employment costs -

and managers are often a more expensive staff resource - whilst also facilitating communication between management layers of the

organization.

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Question 10

What kinds of practices outlined below are typically associated with non-standard working and flexibility?

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b) The reduction in distinctions between standard and unsocial hours or standard and extra hours

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Non-standard working and flexibility are typically associated with the blurring between standard working hours (often described as '9-5') and

additional hours (sometimes for no additional moneys) or unsocial hours such as Sunday working, evening hours, or working on bank holidays.

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