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CIMAPRA19-E01-1 Exam - Topic 6 Question 97 Discussion

Actual exam question for CIMA's CIMAPRA19-E01-1 exam
Question #: 97
Topic #: 6
[All CIMAPRA19-E01-1 Questions]

Human Resource Management (HRM) and Personnel are different.

Which of the following is NOT a characteristic of Human Resource Management (HRM)?

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Suggested Answer: A

by Elenore at Sep 15, 2024, 06:24 AM

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Ryann
6 months ago
Not sure if I buy that HRM is just facilitation.
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Kristin
6 months ago
Employees as assets? That's a key point!
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Veda
6 months ago
Wait, I thought HRM was more about negotiation?
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Justine
7 months ago
Totally agree, it’s all about strategy now.
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Sommer
7 months ago
HRM definitely has a modern approach!
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Celia
7 months ago
I'm a bit confused about the facilitation vs. negotiation part; I thought HRM involved some negotiation too.
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Tegan
7 months ago
I practiced a question similar to this, and I feel like HRM definitely addresses both operational and strategic matters.
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Judy
8 months ago
I think HRM does focus on viewing employees as assets, so maybe that's not the right answer?
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Brande
8 months ago
I remember studying that HRM is more strategic than just personnel management, but I'm not sure which option doesn't fit.
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Tawna
8 months ago
I've got this! HRM is all about viewing employees as assets and focusing on facilitation rather than negotiation. I'm confident I can get this right.
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Kathrine
8 months ago
Okay, let's see. I know HRM is more strategic and focused on the big picture, while Personnel is more about day-to-day operations. I'll use that to guide my answer.
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Haydee
8 months ago
Hmm, I'm a bit unsure about the difference between HRM and Personnel. I'll need to think this through carefully.
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Roselle
8 months ago
This question seems pretty straightforward. I think I can eliminate a few of the options pretty quickly.
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William
8 months ago
I'm a little confused by the wording of the question. I'll need to re-read it a few times to make sure I understand what they're asking.
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Shala
2 years ago
I wonder if the correct answer is actually 'all of the above'. Because who doesn't love a good trick question? *chuckles* Seriously though, I'm stumped on this one.
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Corinne
2 years ago
This is a tricky one, but I think A is the odd one out. HRM is all about modern, transactional approaches, right? No old-school personnel stuff here.
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Sabra
2 years ago
D) HRM views employees as assets.
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Youlanda
2 years ago
C) HRM focuses on facilitation rather than negotiation.
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Catalina
2 years ago
B) HRM addresses both operational and strategic matters.
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Karl
2 years ago
A) HRM relies on a modern, transactional approach.
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Werner
2 years ago
I'm going to have to go with D. Viewing employees as assets is such a cold and impersonal way to approach HR. I hope that's not the right answer!
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Carmela
2 years ago
User3: I'm not sure, but I think HRM relies on a modern, transactional approach.
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Graciela
2 years ago
User2: I think HRM focuses on facilitation rather than negotiation.
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Glory
2 years ago
User1: I agree, viewing employees as assets doesn't sit right with me either.
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Val
2 years ago
B seems like the best answer to me. HRM definitely deals with both operational and strategic matters.
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Rickie
2 years ago
C) HRM focuses on facilitation rather than negotiation.
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Elizabeth
2 years ago
B) HRM addresses both operational and strategic matters.
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James
2 years ago
A) HRM relies on a modern, transactional approach.
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Jerry
2 years ago
But HRM does address both operational and strategic matters.
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Giuseppe
2 years ago
I disagree, HRM focuses on facilitation rather than negotiation.
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Jerry
2 years ago
I think HRM relies on a modern, transactional approach.
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Annmarie
2 years ago
I think the correct answer is C. HRM focuses on facilitation rather than negotiation. The description of HRM in the other options sounds about right.
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Mariko
2 years ago
Yeah, HRM definitely addresses both operational and strategic matters as well.
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Paris
2 years ago
I think HRM also views employees as assets, so it might not be the correct answer.
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Annice
2 years ago
I agree, HRM does focus on facilitation rather than negotiation.
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