1. What is meant by strategic human resource management?

1. A field that deals with managerial decisions and actions in order to improve the long-run performance of organisations
2. A fundamental framework through which an organisation can assert its vital continuity
3. The formulation of organisational missions, goals and objectives
4. The overall direction the organisation wishes to pursue in achieving its objective through people

2. What does the resource-based view argue?

1. It argues that the development of a number of interrelated HRM processes will improve organisational performance
2. It argues that HRM influences performance according to the human capital held by the organisation
3. It argues that the development of mutual commitment within the organisation will eventually influence performance
4. It argues that the treating of employees as partners in the organisation will ultimately improve performance

3. What is a black-box mechanism in HRM?

1. It is the mechanism that indicates how HR practices are selected
2. It is the mechanism that connects HR practices with business strategies
3. It is the mechanism through which HR practices influence business performance
4. It is the mechanism that indicates how business strategies are selected

4. What does the HRM universalistic model argue?

1. It argues that the organisation is developing a range of HR practices interconnected to business strategies that will produce superior results
2. It argues that the organisation is developing a range of interconnected and mutually reinforcing HR practices that will always produce superior results whatever the accompanying circumstances
3. It argues that the organisation is developing a range of HR practices interconnected to the business environment that will produce superior results
4. It argues that the organisation is developing a range of HR practices interconnected to the organisational mission that will produce superior results

5. What does the HRM contingency model argue?

1. It argues that the organisation is developing a range of HR practices that fit the business’s strategies outside the area of HRM
2. It argues that the organisation is developing a range of interconnected and mutually reinforcing HR practices
3. It argues that different combinations of HR practices will lead to higher business performance depending on the organisational context
4. It argues that an organisation with bundles of interrelated HR practices that complement and reinforce each other have a higher level of performance

6. What does the general causal model of the HRM–performance relationship presume?

1. It presumes that HR practices are directly linked to business performance
2. It presumes that HR practices are indirectly linked to business performance through a mediating mechanism
3. It presumes that business strategies are directly linked to business performance
4. It presumes that business performance directly affects HR practices

7. The AMO model asserts that performance is a function of:

1. Aptitude, Movement, Occurrence
2. Ability, Motivation, Occasion
3. Ability, Motivation, Opportunity
4. Ability, Motivation, Opening 

8. What is the relational psychological contract more concerned with?

1. It is more concerned with an offer by the employer of fair pay and treatment in return for employee commitment to the work performed
2. It is more concerned with short-term, specific and monetary-related beliefs
3. It is more concerned with an offer of good performance, and employee commitment and loyalty to the organisation, in return for employee promotions and career development
4. It is more concerned with a long-term relationship, characterised by both monetary and non-monetary reward

9. When does the problem of common method bias arise in HRM research?

1. When a single individual is asked to describe both HR practices and organisational performance
2. When lists of HR practices are developed on the basis of looking at what other researchers have used
3. When the resource-based view is used instead of the AMO theory
4. When objective measures are used for both HR practices and organisational performance

10. What does HRM content refer to?

1. It refers to the method by which HR policies and practices are communicated to employees
2. It refers to how HR policies and practices are experienced by employees
3. It refers to the individual HR policies and practices that make up an HRM system
4. It refers to a collective understanding of HR policies and practices