1. Try to identify an organization whose HR strategy follows the hard/shareholder dominant approach to best practice HRM. What are the benefits of this strategy? 2. What is the relevance of an HR balance scorecard? Why is it important to measure leading versus lagging indicators? For example, how might “stay interviews” (leading indicator) have more impact in shifting organizational practices than “exit interviews” (lagging indicator)? Should a HR balance scorecard have both leading and lagging indicators? Please explain. Ref : Rees, G., & Smith, P.E. (2017). Strategic human resource management (2nd Ed.). Sage.
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