HRM is more___________ whereas Personnel Management is slightly narrow

A Complex
B Detailed
C Mechanical
D Growth-oriented

Correct Answer: Growth-oriented

HRM is more growth-oriented whereas Personnel Management is slightly narrow. Personnel management is a little old and a more traditional way of handling employees at a workplace; whereas HRM is a more modern and a more specific approach to managing human resources in an organization.
Bissoy MCQ
#Management #Human Resource Management (HRM)

Related Questions

If she had practiced more___________.
A she will perform better
B she had performed better
C she would have performed better
D she might have perform better
Which approach that seeks to link strategy, business, performance and HRM policies and practices, assumes that there are a number of HRM practices that are suitable for all Organisations?
A Best Practice
B Best fit
C Resource-based view
D Life cycle models
Which personnel association uses the idea of bundles of integral HRM practices?
A European association for personnel management
B U.S office of personnel management
C Chartered Institute of personnel & development
D Association of personnel Service Organisations
Personnel Administration Data systems, personnel planning data systems and the payroll system all
A calculate payroll deductions
B update the accounts payable file
C access the inventory file
D Ail of the above
E None of the above
Personnel management in city authorities is crucial since it determines
A the success of professional managers
B The various success of pressure groups
C the success of political organizations
D None of the above
The personnel which deal with the computer and its management put together is known as
A Firm ware
B Human ware
C Software
D Hardware
E None of the above
Why might there be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations?
A Because the best-practice approach tends to be resource- intensive
B Because there is much variation in the literature and empirical research as to what constitutes best-practice
C Because the best-practice approach would not fit the cost-reduction driven strategies favoured by many in short-terms economies.
D Because the best-practice approach does not emphasize the individual business context
What are the ideas underpinning 'soft, commitment' or high - Road HRM practices?
A Labour needs to be treated as assets to be invested in.
B Employees are a cost which should be minimized.
C A lack of mutuality existing between employee and employer
D A disregard for unlocking discretionary effort
HRM typically provides which of these types of training to temporary employees?
A Retirement planning
B Benefits options
C Orientation
D Career planning and management
Which of the following is NOT a goal of HRM?
A Integration of HRM with the corporate strategy of the Organization
B Producing the desired human behavior that helps to achieve Organisations goals
C Creation of a flexible environment that can easily adopt change
D To endure proper delivery of products

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