1. The CIPD suggest that HR professionals require the following skills/traits to be a successful HR practitioner:
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Curious, decisive, collaborative, credible
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2. The ‘triple bottom line’ refers to an organisation’s:
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Economic, Social and Environmental performance
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3. PESTEL refers to the:
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Political, Economic, Social, Technological, Environmental, and Legal factors that affect a business and its HR policies and practices
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4. Is about setting up your HR function in a foreign country
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Is an HR organising model that seeks to support both the strategic and operational roles of HRM
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5. Critical perspectives on HRM suggest that:
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All of the above
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6. Scientific Management proposes that greater workplace efficiency will be promoted by:
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Mechanising the workplace, simplifying and routinising work and closely aligning pay with individual productivity outputs
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7. Soft HRM’ refers to HR policies and practices that:
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Focus on developing employees’ intrinsic motivation at work
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8. ‘Hard HRM’ refers to HR policies and practices that:
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Focus on setting targets and measuring employees’ performance
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9. Ulrich & Brockbank’s (2005) HR Leader Model proposes the following roles for HRM:
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Strategic Partner, Human Capital Developer, Employee Advocate and Functional Expert
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10. Definitions of HRM tend to assume that:
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All of the above
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