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HRM812S - Human Resources Metrics - 1st Opp - Nov 2022 |
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nAm I BI A u n IVERSITY
OFS.CEI nCE Ano TECHn OLOGY
FACULTYOF COMMERCE, HUMAN SCIENCESAND EDUCATION
DEPARTMENT:GOVERNANCEAND MANAGEMENTSCIENCES
QUALIFICATION: BACHELOR OF HUMAN RESOURCE MANAGEMENT (HONOURS)
QUALIFICATION CODE: 08BHRM-H
LEVEL: 8
COURSE CODE: HRM812S
COURSE NAME: HUMAN RESOURCE METRICS
SESSION: NOVEMBER 2022
PAPER: THEORY
DURATION: 3 HOURS
MARKS: 100
EXAMINER(S)
FIRSTOPPORTUNITYEXAMINATION PAPER
Dr. Michael Ochurub
MODERATOR:
Dr Simeon Amunkete
INSTRUCTIONS
1. Answer all questions.
2. Read all the questions carefully before answering.
3. Marks for each question are indicated at the end of each question.
4. Please ensure that your writing is legible, neat and presentable.
PERMISSIBLEMATERIALS
1. Examination paper.
THIS QUESTION PAPER CONSISTS OF 3 PAGES (Including this front page)
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QUESTION 1
1.1 The main objective in adopting the use of metrics and analytics is to use the expertise
of HR professionals in human resource management regarding their understanding of
the best way to recruit, select, train, design, motivate, develop, evaluate, and retain
employees at an organization to help achieve its goals more effectively. The first and
foremost step to generate metrics and analytics strategies in an organization is
identification of existing problems faced by them. Owing to the changing environment
and global requirement, the labor measurement also changes. The main focus is on the
problems faced by the organization and human resources in the working environment.
Having studied the statement above. Critically analyse how the HR analytics can shape
a business.
(10)
1.2 We believe that a paradigm extension toward a talent decision science is key to getting
to the other side of the wall. Incremental improvements in the traditional measurement
approaches will not address the challenges. HRmeasurement can move beyond the wall
using what we call the LAMP model indicating four critical components of a
measurement system that drives strategic change and organizational effectiveness.
Having studied this statement, critically analyse the LAMP Model framework.
{20)
[30]
QUESTION 2
2.1 Through the use of human resource measures and workforce analytics, decision-makers
will gain the ability to more effectively manage and improve human resource
programmes and processes. This in turn improves the effectiveness of the workforce
and organizational performance. Metrics and analytics are better problem-solving
measures in organizations, because in any situation, decisions are made after analyzing
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the tactical choices. Based on this statement, how would you analyse the tension
between HR-related, organisational and financial outcomes?
(15)
2.1 Analyse the importance of HR Scorecards and make a specific reference to the key
aspects of HR Scorecards, 4Logic HR Scorecard, what needs to be measured and how
inputs and outcomes could be measured.
(20)
[35]
QUESTION 3
3.1 HR measurement could be construed as a continuous process of gathering, analysing,
interpreting, evaluating and presenting qualitative and quantitative data to measure,
align and benchmark the impact of HR practices on organizational objectives. Having
studied this statement, analyse critically the HR measurement cycle.
(25)
3.2 Assess the people management metrics and describe the most common HR metrics
that can have an impact on any business enterprise.
(10)
[35]
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