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HRM812S - Human Resources Metrics - 2nd Opp - Nov 2022 |
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nAmlBIA unlVERSITY
OF SCIEnCE Ano TECHn OLOGY
FACULTYOF COMMERCE, HUMAN SCIENCESAND EDUCATION
DEPARTMENT: GOVERNANCE AND MANAGEMENT SCIENCES
QUALIFICATION: BACHELOR OF HUMAN RESOURCEMANAG~MENT (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)
SECONDOPPORTUNITYEXAMINATION 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 development of effective human resource metrics and workforce analytics is likely
to be seen in the future as a very important source of competitive advantage. The use
of human resource metrics and workforce analytics improves organizational
effectiveness and strategic decision-making of managers that positively impact the
organizational performance. Having studied this statement, distinguish between HR
Metrics and Analytics.
(10)
1.1 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 Explore and evaluate the relationships between the Balanced Scorecard in any
attempts to link or align it to the vision and organisational strategy
(10)
2.2 Distinguish some key elements of the HRscorecard, and analyse the factors that needs
to be measured with a clear indication on how inputs and outcomes could be
measured.
(15)
2.3 Considering the balanced HR scorecard and dashboard, analyse critically the necessary
conditions for successful implementation of the HR scorecard.
(10)
[35]
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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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