Effective HRM - Drill 1 - Quiz, Flashcards & Trivia

1. Why is it vital for frontline managers to enhance their competencies in HR?

To be strategic.

To enable HR to exercise their strategic role.

Because that is one aspect of the job.

Because frontline managers influence employee motivation and performance.

Aside from being effective and efficient in the operational aspect of the job, a frontline manager who manages and motivates employees to perform at their best contributes to organizational performance and the individual’s well-being.

Explanation

Aside from being effective and efficient in the operational aspect of the job, a frontline manager who manages and motivates employees to perform at their best contributes to organizational performance and the individual’s well-being.

2. For HR to be strategic, they must let go of day-to-day HR activities. What would be the frontline’s role then?

Frontline managers will support HR strategies by providing inputs.

Frontline managers will be in-charge with HR tasks.

Frontline managers will help in designing overall HR systems, procedures and policies.

Frontline managers will implement the new policies and procedures.

All of the above.

Frontlinemanagers are supposed to be a partner to the HR in designing, implementing and evaluating HR systems, policies and practices.

Explanation

Frontlinemanagers are supposed to be a partner to the HR in designing, implementing and evaluating HR systems, policies and practices.

3. Tension between HR and frontline managers stem from:

Managers tend to let HR handle people management because it is the most challenging aspect of their work.

Both are unclear on who should do what.

HR being viewed as a police or dictator.

A & c.

There exists a co-dependency between the HR and line managers. Because HR may not see their role as strategic, they cling to what they traditionally handle, that is enforcing policies and procedures. Managers, in turn, do not receive the proper support for them to acquire HR competencies, thus, finding managing people unpleasant.

Explanation

There exists a co-dependency between the HR and line managers. Because HR may not see their role as strategic, they cling to what they traditionally handle, that is enforcing policies and procedures. Managers, in turn, do not receive the proper support for them to acquire HR competencies, thus, finding managing people unpleasant.

4. Strategic HRM differs from HRM because:

HR will contribute to business strategies.

Frontline managers will contribute to business strategies.

People practices will be geared towards the achievement of organizational goals.

There would be increased emphasis in the partnership between HR and the frontline managers.

Strategic HRM supports the notion that HR systems and policies should emanate from the Vision and Mission of the organization.

Explanation

Strategic HRM supports the notion that HR systems and policies should emanate from the Vision and Mission of the organization.

5. The term Administrative expert is akin to:

Human Resource Management

Personnel Management

Strategic Human Resource Management

Managing policies, procedures and systems

The term Administrative expert involves maintaining the traditional HR infrastructures.

Explanation

The term Administrative expert involves maintaining the traditional HR infrastructures.