Human resource management strategy (A Level): แบบฝึกหัด

• a.

  Labour productivity has remained constant at \(500\) units per employee, but increasing labor turnover suggests potential morale issues.

• b.

  The HR strategy is successful as the increase in labor turnover indicates a more dynamic and flexible workforce.

• c.

  Labour productivity has improved because the total number of employees increased.

• d.

  The business has successfully increased efficiency as total output grew by \(5\%\).

• a.

  It eliminates the need for any formal communication as employees work solely on their own tasks.

• b.

  It reduces the need for performance appraisal since objectives are set only by the senior management team.

• c.

  It focuses exclusively on 'hard' HRM tactics by ignoring employee development in favor of financial output.

• d.

  It aligns individual goals with corporate objectives, potentially increasing motivation through a clearer sense of purpose and achievement.

• a.

  Lowering labour costs by treating employees as a resource to be used as efficiently as possible.

• b.

  Increased reliance on zero hours contracts to maximize workforce flexibility and reduce overheads.

• c.

  A shift toward more autocratic management styles to ensure strict compliance with productivity targets.

• d.

  Increased employee engagement and long-term commitment through greater participation in decision-making.

• a.

  By removing the need for 'soft' HRM skills as AI can better manage employee emotional needs and conflict resolution.

• b.

  By focusing HR strategy solely on the reduction of labor turnover through algorithmic monitoring of social media.

• c.

  By automating administrative tasks and providing predictive analytics for workforce planning, allowing HR to focus on higher-level value-added activities.

• d.

  By ensuring that all recruitment decisions are made without any human intervention to guarantee \(100\%\) ethical outcomes.

• a.

  A potential erosion of brand loyalty and service quality due to a lack of employee commitment and organizational continuity.

• b.

  A decrease in workforce flexibility as the business is legally obligated to provide a minimum number of hours.

• c.

  Improved employee morale because the workforce will feel more secure with non-standard contract terms.

• d.

  An increase in fixed costs because gig workers require higher basic salaries than full-time employees.

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