HRM Past and Future

In accordance with the early Human Relations approach (Elton Mayo), companies increase productivity through (one correct answer):

• Clear work procedures

• Clear work hierarchical structures

• Focus on the employees’ social needs and group interactions

• Performance based compensation

The Scientific Management principle “there is one best way to do the work” is still applied especially in (one correct answer):

• Fast food industry

• SMEs  

• IT&C companies       

• Retail companies

The principle “high control, low autonomy” from hard HRM (one correct answer):

• might diminish intrinsic motivation

• is always less efficient compared to low control, high autonomy

• is highly efficient, in particular in manufacturing jobs

• will increase productivity

Which of the following options could be worthy for a company to implement (considering the costs and benefits) (multiple correct answers):

• Use a platform to support the employees’ performance evaluation

• Employee self-service (possibility to chose and attend online training, online schedule for days off)

• Use online platform to handle the employees’ employment documents

• Switch to an entirely online selection and training process to decrease costs

Some KPIs for the HR function are (multiple correct answers):

• Absenteeism rates

• Turnover rates

• Female to male ratio in executive positions

• Time to hire

Close monitoring on employees might (multiple correct answers):

• Have a positive effect on productivity

• Decrease intrinsic motivation

• Work better in the case of a transactional relationship employer-employee, based on financial reasons

• Help employees improve their technical skills

Employees’ work performance can be improved by (multiple correct answers):

• Showing employees they are important

• Getting advanced technology which to easy employees’ work effort

• Paying attention to employees’ needs    

• Paying overtime work

HR metrics should be (multiple correct answers):

• Numerous enough to cover as many dimensions as possible

• Complex

• Aligned with the organization strategy

• Owned (responsible persons are accountable)

HR metrics that should regard line managers are

• Performance evaluation one to one meetings frequency

• Number of job applications received

• Internal promotion rate (at the team level)

• Hours of training per employee (at the team level)