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Chapter-1 1 In Storey's (1992) model, what is a handmaiden? (A) Those HR employees who play little part in implementing policy, operate at a tactical level only, dealing with administration and the provision of welfare, training and basic recruitment (B) Those HR employees who concentrate on designing strategic policy (C) Those HR employees who assist in negotiating change into the organisation (D) Those HR employees who provide the computer interface for implementing new policies Answer: (A) Those HR employees who play little part in implementing policy, operate at a tactical level only, dealing with administration and the provision of welfare, training and basic recruitment 2 In Storey, Ulrich and Brookbanks (2005) model, what is a human capital developer? (A) Those HR employees who provide mentoring assistance to employees in the organisation (B) Those HR employees who design strategic initiatives in HR operations (C) Those HR employees who recruit high-level employees into the organisation (D) Those HR employees who develop plans that offer each employee opportunities to develop future abilities, matching desires with opportunities Answer: (D) Those HR employees who develop plans that offer each employee opportunities to develop future abilities, matching desires with opportunities 3 How does an HR business partner operate? (A) They have a financial stake in the business and act with the other partners to achieve business success (B) They are generally on the board of the business and offer strategic advice on HRM issues and practices (C) HR generalists are allocated to, and report to, business units and act as internal consultants, giving advice and support to line management. They are generally responsible for the day-to-day human resource in their business (D) They are consultants who have long-term business contracts with the company to advise on, and help implement, HRM strategy and practice Answer: (C) HR generalists are allocated to, and report to, business units and act as internal consultants, giving advice and support to line management. They are generally responsible for the day-to-day human resource in their business 4 What is the difference between 'best practice' and 'best fit' in human resources? (A) 'Best practice' refers to the theoretical best way to carry out a recruitment exercise, while 'best fit' refers to the appointment of a can
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