eHRM And Digital Leaderhsip

Question 1

Examples of aspects that illustrate the impact of digitalization

Answer 1

1. New Business Models:
Companies like Uber and Airbnb use technology to connect people and create new ways to sell services. Blockchain helps make systems secure and decentralized.
2. Changing Industries:
Digital tools make it easier for small businesses to compete with big companies, and tech giants like Google are entering more industries.
3. Empowered Customers:
People now expect faster, more personalized services, thanks to apps and online platforms.
4. Workplace Changes:
Digital tools allow people to work together online, automate tasks, and take on flexible roles.
5. Better Use of Data:
Companies can analyze huge amounts of data with Al to make smarter decisions and predict future trends.
6. Improved Tech Systems:
Technologies like smart devices and cloud systems link physical and digital tools, making businesses work better.

Question 2

Explain the possible influences and consequences of the so-called VUCA world

Answer 2

What is the VUCA World?
The VUCA world describes a world that is always changing, hard to predict, and often confusing.
VUCA stands for:
• Volatility: Things change quickly.
• Uncertainty: It’s hard to know what will happen next.
• Complexity: Problems have many parts and are connected.
• Ambiguity: It’s not always clear what’s going on.

Influences of the VUCA World
1. Fast Changes:
• Technology and trends change quickly, forcing companies to keep up.
• Example: New apps or social media trends can quickly change customer behavior.
2. Hard to Predict:
• It’s difficult to plan ahead because the future is unclear.
• Example: A pandemic or economic crisis can happen unexpectedly.
3. Complicated Problems:
• Businesses deal with issues involving many factors like global markets, technology, and culture.
• Example: Shipping delays can impact products worldwide.

Consequences of the VUCA World
1. Need for Flexibility:
• Companies must adapt quickly to survive.
2. Pressure to Innovate:
• Businesses must come up with new ideas to stay ahead
3. Employees Need New Skills:
• Workers must keep learning to handle new technology and challenges.
4. Stress for Workers:
• The fast pace and uncertainty can make employees feel anxious.

Question 3

What is I-O Psychology?

Answer 3

I-0 (Industrial-Organizational) Psychology is about making workplaces better for both employees and companies. It uses psychology to understand how people work and how to improve jobs, teams, and organizations.

Simple Areas of Focus:
1. Hiring the Right People: Helping companies find the best employees.
2. Training: Teaching workers new skills to do their jobs better.
3. Keeping Employees Happy: Figuring out what motivates people and how to make work more enjoyable.
4. Improving Performance: Helping teams and individuals work more effectively.
5. Healthy Workplaces: Making sure workers stay healthy and stress-free.

Question 4

Name and explain two possible challenges for I-O Psychology arising from rapid technological change

Answer 4

1. Both Psychology and Technology Change Constantly
• What it Means: Psychology evolves as human behavior changes, and technology evolves even faster, making it hard for research to keep up.
• How it Affects Research: Studies often become outdated before they are even published.
• Example: Research on a popular tool like Zoom might no longer apply when new platforms replace it.
• How to Fix It: Conduct faster, adaptable research that stays relevant as trends change.

Lack of Tech Skills in I-O Psychologists
• What it Means: Many I-O psychologists don’t know enough about technology to properly study or implement it.
• How it Affects Research: They can’t provide good advice to organizations using tech like Al or data analytics.
• Example: Struggling to analyze workplace data from monitoring tools.
• How to Fix It: Train I-O psychologists in tech skills like coding, data science, or Al basics.

Question 5

Explain the levels and influences of the model from Urbach & Röglinger

Answer 5

Business Model
• Description: This level defines how an organization creates, delivers, and captures value. It involves identifying target markets, revenue streams, and value propositions (e.g., satisfying customer needs with innovative products or services).

• Influence: Digital technologies allow entirely new business models, like platform-based models (e.g., Uber, Airbnb) or decentralized systems using blockchain.

2. Business Processes
• Description: These are the tasks and workflows required to implement the business model.
• Influence: Digitalization requires agile processes that adapt quickly to customer needs

3. People and Application Systems
• Description: This layer focuses on how tasks are executed —manually by people, automatica by machines, or collaboratively.
• Influence: The shift to digital work requires fostering agility in employees, training them in digital skills.

4. Data and Information
• Description: Employees, machines, and systems generate and use vast amounts of data.
• Influence: Advanced analytics and Al allow organizations to process both structured (e.g., spreadsheets) and unstructured data (e.g., videos) for insights into customer behavior.

5. Technological Infrastructure
• Description: This layer includes the hardware and software that support digital operations.
• Influence: A modern infrastructure integrates traditional IT with operational technologies like loT.

Question 6

Explain the basic ideas of the typology of digital HRM

Answer 6

1. Non-Application
• Idea: HR is fully manual, with no use of digital technologies.

2. Operational Application
• Idea: Digital technologies are used to automate HR operations, increasing speed, reduc costs, and improving quality.
• Example: Using software for payroll processing or online job portals for recruitment.

3. Strategic Alignment
• Idea: Digital tools are aligned with existing HR strategies to support their execution.
• Example: Using analytics to track employee performance against company goals.

4. Strategic Integration
• Idea: Digital technologies are fully integrated into the creation and execution of HR strategies.
• Example: Formulating strategies based on predictive analytics or artificial intelligence insights into workforce trends.

Question 7

Explain the combination of digital
HRM and digital organization according to Strohmeier (2020)

Answer 7

Strohmeier emphasizes that the digitalization of HRM and organizations are interdependent.

Combining the two reveals new opportunities and challenges:

1. Mutual Possibilities
• Example: Real-time sensor data from production processes can inform HRM decisions like scheduling workers for optimized productivity.

2. Mutual Requirements
• Example: If production becomes digitized with real-time analytics, HR must develop digita tools to manage employees’ schedules dynamically.

Question 8

Explain the differences between traditional and strategic HRM

Answer 8

**Traditional HRM: **
Focuses on administrative tasks like payroll and recruitment, emphasizing compliance and day-to-day operations.
Traditional HRM is not that strategic, they have administrative tasks like recruitment

**Strategic HRM: **Aligns HR activities with organizational goals to foster long-term growth, emphasizing talent.

Strategic HRM tries to fully align with the business strategy, long term goals, they are creative and future oriented. They also focus on talent development

Question 9

Explain the connection between Corporate Strategy and Strategic HRM issues

Answer 9

The corporate strategy influences the strategic hrm, they look for certain types of employees. They set the overall direction and goals for the organization. The hrm strategy should always help the corporate strategy

Corporate strategy sets the overall direction and goals for an organization, while Strategic HRM ensures that human resource practices align with and support these goals.

Key connections:
1. Alignment: HR practices (e.g., hiring, training) are tailored to meet strategic priorities like cost leadership or innovation.
2. Competitive Advantage: SHRM builds unique workforce capabilities that support corporate differentiation or efficiency.
3. Flexibility: HR adapts to changes in corporate strategy, like market expansion or new technologies.
4. Strategic Fit: SHRM aligns HR practices with corporate and business unit strategies (vertical fit) while ensuring consistency across HR activities (horizontal fit).
5. Workforce Planning: Prepares the organization with the right talent for long-term strategic needs.
This connection ensures HR drives the success of corporate strategies effectively.

Question 10

Name the different levels of Strategic HRM

Answer 10

1. HR Philosophy
• Defines the important principles, values, and beliefs about managing human resources within the organization.

2. HR Policies
• Sets organizational goals or objectives for managing human resources.

3. HR Programs
• Represents formal HR activities or initiatives that support policies.

4. HR Practices
• Refers to the actual implementation and experience of HR programs by employees and managers.

5. HR Climate
• The shared perceptions and interpretations employees have of HR principles, policies, programs, and practices.

Question 11

Name the main tasks in the recruitment and selection process and go into the importance of digital technologies in these task

Answer 11

1. Identification of applicants
2. Applicant attraction
3. Recruitment sources
4. Recruitment message
5. Processing applications
6. Communication with applicants

Importance of Digital Technologies in Recruitment and Selection
1. Automation and Efficiency: Speeds up routine tasks like application sorting and pre-screening.
2. Broader Reach: Digital platforms like job boards and social media expand access to global talent pools.
3. Data-Driven Decisions: Al and analytics provide insights into candidate fit and hiring trends.
4. Improved Candidate Experience: Real-time updates,mobile compatibility, and gamification enhance engagement.
5. Scalability: Enables organizations to process large volumes of applications efficiently.

Question 12

Name the possible limits of gamification

Answer 12

One of the limits is that not everyone is familiarized or know how to use technological tools which make these assessments impossible. Another limit is that some gamified practices can impact people in different ways like age-based games where the stereotype of older people could cause a negative performance.

Possible Limits of Gamification
1. Superficial Engagement
• Gamification may only provide short-term engagement
2. Excessive focus on rewards
3. Misalignment with Objectives
• Poorly designed gamification system J ay fail to align with organizational goals, rendering them ineffective in driving desired behaviors

Question 13

Get a glimpse of future developments related to gamification

Answer 13

Gamification continues to evolve with advancements in technology, offering new possibilities for engagement, training, and organizational transformation. Here are some potential future trends and developments:

Artificial Intelligence (Al): Al-driven gamification will personalize user experiences by adapting challenges and rewards based on individual preferences and performance

Virtual Reality (VR) Immersive technologies will enhance gamified systems, creating highly engaging environments for training and collaboration

Data-Driven Insights
• Gamification platforms will integrate with analytics tools, offering real-time insights into user behavior, performance, and engagement. This

Question 14

Define gamification in HRM
Go into one way in which gamification can be used in personnel selection and name a possible strength and weakness in each case

Answer 14

Definition: Gamification applies game design elements in non-gaming contexts, such as recruitment or training, to engage and motivate employees.

Gamification applies game design elements in a non gaming context to motivate, evaluate and enhance performance among employees or maybe some job candidates

Simulation-based assessments
Applicants complete gamified tasks or simulations that mirror real-life work scenarios, assessing their skills, problem-solving abilities, or decision-making under pressure.
Strength:
• Engagement: Gamified simulations can increase engagement, encouraging candidates to show their best effort in a less formal and stressful environment.
• Data-driven insights: They provide objective and measurable data about candidates’ competencies.
Weakness:
• Learning curve: Candidates unfamiliar with gamified tools may perform poorly due to unfamiliarity, not lack of skill.
• Bias risk: The design of the simulation may inadvertently favor candidates with specific gaming or technical experience, reducing fairness.

Question 15

Specify Essential building blocks of gamification

Answer 15

1. Points
2. Badges
3. Leaderboards
4. Titles
5. Achievements
6. Challenges
7. Progress bar

Question 16

Explain the role of games and gamification

Answer 16

Gamification is a game-like based method incorporated into traditional processes.

Role of Games and Gamification
1. Enhancing Engagement
Intrinsically engaging through interaction and fun.
2. Motivating Behavior
Encourage persistence and problem-solving.
3. Supporting Learning
Reinforces learning with progression (e.g., levels, challenges).
4. Improving Retention and Performance
Help retain information through fun experiences.
5. Promoting Teamwork
• Games: Foster collaboration through group activities.

Question 17

Describe Landers’ Theory of Gamified Learning, name strengths and weaknesses

Answer 17

Landers’ theory explains how gamification -adding game-like features such as points, badges, or levels-can improve learning.
It focuses on how these features change behaviors or attitudes that either directly or indirectly enhance learning.

Game elements boost learning by encouraging helpful behaviors (like spending more time studying).
Make good teaching even more effective (e.g., adding leaderboards to motivate students).

Strengths:
• Clear Structure: It provides a detailed guide on how gamification works in learning.
• Flexible Use: You can test different game features (like badges or leaderboards) to see what works best.

Weaknesses:
• Complex to Apply: Testing and combining different game features can be time-consuming.
Not all gamified approach - work equally well in every situation

Question 18

Briefly explain the importance of VR training and also discuss findings on the effectiveness of VR training

Answer 18

Virtual Reality training makes immerse learning very helpful where employees can practice their skills and kowledge in risk-free environments.
For example in medical areas, employees can simulate a surgical procedure where they can practice and reinforce their skills and knowledge without putting in danger themselves or other ones

Importance: Virtual Reality (VR) training provides immersive learning experiences, allowing employees to practice skills in risk-free, realistic environments. This is particularly valuable for high-risk industries like healthcare and aviation.
Effectiveness: Studies show VR improves knowledge retention by 75% compared to traditional methods. It enhances engagement and confidence, though high costs can limit scalability.

Immersive Learning: VR training creates highly interactive and engaging learning environments that replicate real-world scenarios.
• **Safe Practice: Employees can train for hazardous tasks ** (e.g., operating heavy machinery or emergency responses) without real-world risks.
• Cost-Effective Over Time: Despite high initial costs, **VR reduces the need for physical materials, ** travel, and instructor fees, offering consistent training across locations.

Findings on Effectiveness:
• **Skill Retention and Performance: **VR training improves skill retention and allows for repeated practice of complex tasks, enhancing performance.
• **Improved Decision-Making: **Simulations of high-pressure scenarios (e.g., Walmart’s Black Friday preparation) help employees handle stress and make better decisions.
• **Application in Healthcare: **VR is widely used for surgical training, improving precision and patient outcomes through risk-free practice.

Question 19

Describe the requirements for virtual leaders

Answer 19

The requirements for virtual leaders need to have
technological understanding, supporting of the term in a virtual environment.

1. Technical Proficiency: Ability to use and model appropriate communication technologies effectively (eHRM_WS2024_Chap05).
2. Norm-Setting: Establish and communicate clear norms for technology use and availability, especially for global teams with differing time zones (eHRM_WS2024_Chap05).
3. Adaptability: Adjust communication and

Question 20

Characterize exemplary results of leadership research on virtual leadership

Answer 20

Transformational leadership focuses on inspiring and motivating team members to rise above self-interest and act in the interests of the group.
Transactional leadership is based on an exchange process of contingent rewards and punishment.

Transformational leadership works better when people work together in the same place with the purpose of motivating and inspiring a team

Behavioral Leadership: Transformational vs. Transactional Leadership
• Transformational Leadership:
• Generally associated with positive outcomes.
• More effective in close, face-to-face settings but can still improve virtual team performance when leaders inspire and provide meaning to work(eHRM_WS2024_Chap05).
• Transactional Leadership:
• Contingent Reward Leadership: Can enhance performance even in virtual settings by clearly linking rewards to outcomes.
• Management-by-Exception: Less effective in virtual environments, particularly when leaders rely on passive oversight, as it leads to lower performance in remote teams