1. The approach to HRM which is associated with the instrumental use of employees to achieve organisational objectives is referred to as

1. assertive
2. coercive
3. hard
4. conflictual

2. Guest (1987) suggests which four elements are central to HRM

1. commitment, flexibility, quality, strategy
2. communication, flexibility, quantity, strategy
3. collaboration, functionality, quality, standardisation
4. communication, functionality, quality, strategy

3. Firms that have no formal individual or collective  structures and practices for the purposes of employee management are referred to by Guest and Conway (1999) as

1. black hole
2. partnership
3. red dwarf
4. bleak house

4. The area of HR activity associated with HR planning, recruitment and selection is referred to as

1. reward
2. resourcing
3. development
4. employer branding

5. The term ‘personnel management’ (PM) is often contrasted with the contemporary notion of HRM because

1. PM refers to the management of blue-collar workers only
2. PM refers exclusively to union–management relations
3. PM represents a predominantly administrative function which contrasts with the strategic intent of HRM
4. PM is associated with smaller organisations whereas HRM is only practised in large blue-chip firms