SECTION B: TRUE $/$FALSE QUESTIONS. $[10$ MARKS$]$

Answer ALL questions. Each question carries ONE $(1)$ mark

State whether each of the following statements is TRUE or FALSE.

$1.$ The contingency perspective implies that business strategies and HRM practices are mutually

Independent in determining business performance while the best HR practices perspectives

imply that business strategies are followed by HR policies in determining business

performance.

$2.$ Processes are results or end products of work while outcomes concern behaviours or how

activities are performed an example of a process might be productivity ratios for an

organisation$$s workforce.

$3.$ By regarding human resources as assets, then training and developing them earns meaningful

returns on investment but it could lead to the danger of regarding the workforce in purely

financial terms.

$4.$ Upstream is the second level of strategic decision making in which decisions are concerned

with internal operating procedures and how the firm is organized to achieve its goals.

$5.$ In most strategic HRM literature, we find that there is still a continuing debate over the

alleged differences between a manager and a leader: leaders develop plans whereas

managers create a vision.

$6.$ A talent inventory is a list of employees identified as top performers with high potential for

advancement, a talent pool on the other hand is a database consisting of employee$$s

experience, compensation history, career goals, and demonstrated competencies.

$7.$ HR metrics are measurements used to determine the value and effectiveness of HR initiatives

while HR analytics measure the impact of HR initiatives.

$8.$ Horizontal integration is about ensuring that all HR policies, procedures, and activities fit

with all other elements of the organisation including strategy, technology, and culture while

DEGREE Assignment

Jan$-$June BSH $712$ Strategic Human Resource Management

$$BOU $2024$ Page $6$ of $9$

vertical integration is about ensuring that all HR policies and procedures fit with each other

with organisations HR functions and activities.

$9.$ Hard strategic HRM$,$ on one hand, emphasizes the yield be obtained by investing in human

resources in the interests of the business, while soft strategic HRM on the other hand places

greater emphasis on the human relations aspect of people management.

$10.$ To a large extent, the philosophy of strategic HRM is based on the resource$-$based view,

which states that it is the range of resources in an organisation, including its human