Question $1(1$ point$)$

David Ulrich's $1997$ model of HR roles includes:

Question $1$ options:

Functional Expert, Employee Advocate, Human Capital Developer, HR Leader, and Strategic Partner.

Operational Executor, Business Ally, Talent Manager, Culture and Change Strategy Architect, Business Partner, Change Mentor, and Administration Guru.

Employee Champion, Knowledge Facilitator, Process Developer, and Service Provider.

Answer: Functional Expert, Employee Advocate, Human Capital Developer, HR Leader, and Strategic Partner.

Question $2(1$ point$)$

In the $1920$s$,$ what were the 'Labour Manager's primary responsibilities?

Question $2$ options:

Focusing on employee motivation and satisfaction.

Developing advanced training and development programs.

Managing hiring, firing, payroll, and absence record$-$keeping.

Implementing strategic human resource management practices.

Answer: Managing hiring, firing, payroll, and absence record$-$keeping.

Question $3(1$ point$)$

How is HRM viewed in the modern era?

Question $3$ options:

As a back$-$office function with minimal impact on business strategy.

Primarily as a tool for legal compliance and risk management.

As a strategic business partner, achieving company goals through talent acquisition and management is crucial.

Focusing only on employee benefits and compensation management

Answer: As a strategic business partner, achieving company goals through talent acquisition and management is crucial.

Question $4(1$ point$)$

How was 'personnel management' characterized between $1945$ and $1959?$

Question $4$ options:

As a strategic business partner focused on global competition.

A focus primarily on administrative functions of HR$.$

Prioritizing technology integration in HR processes.

Emphasis on large$-$scale recruitment for global expansion.

Answer: A focus primarily on administrative functions of HR$.$

Question $5(1$ point$)$

John Storey's $1992$ contribution to HR typology is best described as:

Question $5$ options:

Developing the concept of HR as a strategic business partner.

Identifying employees as valuable assets and the most important factor in competitive advantage.

Focusing on the transformational and transactional roles of HR$.$

Emphasizing the role of HR in driving organizational change.

Answer: Identifying employees as valuable assets and the most important factor in competitive advantage.

Question $6(1$ point$)$

Raymond Caldwell's $2001$ HR typology focused on the following:

Question $6$ options:

The transition of HR roles from traditional personnel management to strategic human resource management.

Categorizing HR roles as strategic, operational, and transformational.

Integrating psychological aspects into HRM practices.

The concept of HR as a driver of corporate social responsibility.

Answer: The transition of HR roles from traditional personnel management to strategic human resource management.

Question $7(1$ point$)$

Shaun Tyson and Alan Fell's $1986$ work primarily contributed to HR typology by:

Question $7$ options:

Proposing a three$-$legged stool model for HR functions.

Introducing the idea of HR as a business partner.

Suggesting the integration of HR strategy with overall business strategy.

Differentiating HR tasks into operational $($The Contract Manager$)$ and consultative role $($The Architect$).$

Answer: Proposing a three$-$legged stool model for HR functions.

Question $8(1$ point$)$

What was a key development in HR in the mid$-1980$s$?$

Question $8$ options:

The term 'Personnel Management' was replaced by 'Human Resources Management,$\text{'}$ emphasizing employee commitment and motivation.

HR began to focus exclusively on technological advancements.

The primary function of HR shifted to managing remote workforces.

HR roles were reduced to administrative tasks only.

Answer: The term 'Personnel Management' was replaced by 'Human Resources Management,$\text{'}$ emphasizing employee commitment and motivation.

Question $9(1$ point$)$

What was the primary focus of Karen Legge's $1978$ typology in HR$?$

Question $9$ options:

Emphasizing the strategic role of HR in organizational planning.

Distinguishing between Conformist and Deviant innovators.

Mapping out HR roles based on their contribution to business strategy.

Introducing the four roles of HR: Strategic Partner, Change Agent, Administrative Expert, and Employee Champion.

Answer: Distinguishing between Conformist and Deviant innovators.

Question $10(1$ point$)$

What were the notable HR developments from $1960$ to $1980?$

Question $10$ options:

Expansion of HR roles into strategic planning and global business.

Greater focus on motivation, organizational behavior, selection testing, and management training.

Introduction of digital HR management systems.

Emphasis on compliance with international labor standards.

Answer: Greater focus on motivation, organizational behavior, selection testing, and management training.

Question $11(1$ point$)$

During the WWII era, what was a significant change in HR roles?

Question $11$ options:

Shifting focus from productivity to efficiency and worker satisfaction.

Prioritizing legal compliance and labor laws.

Concentrating on international workforce management.

Emphasis on automation and digital transformation.

Answer: Shifting focus from productivity to efficiency and worker satisfaction.

Question $12(1$ point$)$

What shift occurred in HR during the $1930$s as the economy began to recover?

Question $12$ options:

Focus on global talent acquisition.

Emphasis on employee productivity, retention, and motivation through incentives.

Introduction of comprehensive welfare programs.

Transition to technology$-$based HR management.

Answer: Introduction of comprehensive welfare programs.

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