A formal review of the outcomes of HRM functions, based on identifying key HRM functions and measures of business performance, is referred to as a(n)

A) balanced scorecard.
B) profit-and-loss statement.
C) evidence-based HRM.
D) job description.
E) HRM audit.

Question

Faran Choudhry · Accepted Answer

Final Answer : E, Explanation :  An HRM audit involves a formal review of HRM functions and their outcomes to identify key HRM functions and measures of business performance. Therefore, option E is the best choice. Option A, balanced scorecard, is a performance management tool that can be used to measure and track key performance indicators. Option B, profit-and-loss statement, is a financial statement that shows the revenue, expenses, and profits or losses of a company. Option C, evidence-based HRM, refers to using empirical research and data analysis to make HRM decisions. Option D, job description, is a document that outlines the duties, responsibilities, qualifications, and requirements of a particular job. None of these options specifically relate to the formal review of HRM outcomes.

A formal review of the outcomes of HRM functions, based on identifying key HRM functions and measures of business performance, is referred to as a(n)

A) balanced scorecard.
B) profit-and-loss statement.
C) evidence-based HRM.
D) job description.
E) HRM audit.

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Learning Objectives

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A formal review of the outcomes of HRM functions, based on identifying key HRM functions and measures of business performance, is referred to as a(n) A) balanced scorecard.B) profit-and-loss statement.C) evidence-based HRM.D) job description.E) HRM audit.

Definitions

Learning Objectives

Learning Objectives

Related questions

A formal review of the outcomes of HRM functions, based on identifying key HRM functions and measures of business performance, is referred to as a(n)

A) balanced scorecard.
B) profit-and-loss statement.
C) evidence-based HRM.
D) job description.
E) HRM audit.