Strategic HRM

Question 1

types of organisational strategies

Answer 1

growth, retrenchment and stability

Question 2

measurable HRM objectives and activities are

Answer 2

turnover, recruitment and selection ratio, employee attitudes, absenteeism, bottom line

Question 3

key stakeholders in HRM

Answer 3

employees, customers, suppliers, management and unions

Question 4

HR Planning

Answer 4

systematically identifies what needs to be done to guarantee the availability of human resources required by an organisation to meet business objectives.

• available talent is correctly allocated
• labour costs are controlled
• appropriate number of staff is available
• talented employees are retained

Question 5

labour shortage outcomes for employees

Answer 5

burnout
longer hours
increased pressure
reduced job performance
role overload
decreased morale
increased turnover

Question 6

labour shortage outcomes for the organisation

Answer 6

inadequate supply of talents
increased overtime costs
production delays
delayed productivity
lost business opportunities
industrial relations problems

Question 7

labour surplus outcomes on employees

Answer 7

rust-out
job insecurity
decreased morale
reduced job performance
talents not fully utilised/ overqualification
loss of motivation
restricted career opportunities

Question 8

labour surplus outcomes on the organisation

Answer 8

excessive payroll costs
employees underutilised
low productivity
loss of competitiveness
retrenchment and downsizing costs
industrial relations problems
danger of losing top talent

Question 9

Short-term planning vs long term planning

Answer 9

proactive and reactive planning

Question 10

workforce trends

Answer 10

-ageing workforce
-talent scarcity
-underrepresentation of women in management: dual-earner careers and changing social roles
-rising education levels
-influx of foreign born employees
-casualisation of workforce

Question 11

HR Analytics

Answer 11

• collecting and analysing people-related data
• provides insights and improves decision making
• focus on data, metrics and analytics
• connects human resource data to business strategy
• delivers value to individual employees and the organisation

Question 12

HRIS - Human Resources Information Systems

Answer 12

• Gather, store and analyse information about HR
• Data stored in the system is transformed for analysis

Question 13

Competencies of HR Analyst

Answer 13

• business acumen
• data analysis
• relationship management
• hr expertise
• communication & consultation
• hr systems and implementations
• global and cultural awareness

Question 14

Wests four S’ of People Analytics

Answer 14

• strategy: business objectives
• science: research design
• statistics: how you decide to process the information collected from the science system chosen
• systems: managing and accurate representation of the data collected

Question 15

HRIS and planning

Answer 15

• forecasting
• succession planning
• career planning and development
• training needs analysis
• compensation

Question 16

HR Analytics Key Metrics

Answer 16

• time to hire
• recruitment cost to hire
• turnover
• absenteeism
• engagement

Question 17

descriptive analysis

Answer 17

uses data to explain what has happened in the past using historical data and attempts to draw conclusions about why certain past events occurred in the way they did

Question 18

predictive analysis

Answer 18

data is analysed to predict future trends and allow organisations to plan for these trends, thus becoming more proactive in their use of data

Question 19

prescriptive analysis

Answer 19

highest analytical capability that predicts consequences for forecasted outcomes and automatically recommends actions

Question 20

data visualisation

Answer 20

results from analytics needs to be communicated in a meaningful and accessible way. there is no point of having rich analysis that cannot be interpreted or understood by key stakeholders

Question 21

applying HR analytics

Answer 21

1. Identify KPI
2. Find/Create measure
3. Source Data
4. Import data
5. Analyse
6. Visualise