Certainly! Here are measurement scales and questionnaires related to "Digital HRM" and "HRM System Maturity" that you can use for academic or practical assessments:

1. Human Resources Management Maturity Model (Chasovschi, 2011)

This model evaluates HRM maturity across eight dimensions:

• General Organization of HR Function
• Strategic Planning of HRM
• Recruitment
• Selection
• Motivation, Compensation, and Benefits
• Development and Training
• Occupational Health, Safety, and Security
• Local Labor Market

Each dimension is assessed based on best practices, with points awarded for each good practice assumption. The total points reflect the maturity level of the HRM function. This model provides a graphical representation of HRM maturity .

2. Human Resources Analytics Maturity Scale (IKAOÖ)

Developed through a study in Turkey, this 41-item scale assesses HR analytics maturity across seven elements: ResearchGate

• Data
• Enterprise
• Leadership
• Targets
• Analysts
• Technology
• Analytical Techniques

Abdullah Al Mamun i am very thankful to you. can you please share the questionnaire used Human Resources Management Maturity Model (Chasovschi, 2011) & Human Resources Analytics Maturity Scale (IKAOÖ). i have read the article of Chasovschi, 2011 but can't find the full items/questionnaires. Further, i don't have institutional access or subscription due to which i am facing great difficulty.

It depends the focus you want follow, when you talk about digital HRM, must include data -questions- such as cloud computing, data analytics, artificial intelligence (AI), automation, and mobile platforms, in some cases the existent questionnaires doesn't include all info you require, then you have to create your instrument, i think it's a good excerciste you built your Own

Certainly! Here's some guidance on measurement scales and questionnaires for digital HRM and HRM system maturity. While there may not be universally standardised scales for these constructs, researchers often develop or adapt existing instruments based on theoretical frameworks.

1. Digital HRM (Digital Human Resource Management)

Definition: The extent to which HR practices leverage digital technologies such as cloud computing, AI, big data, social media, and mobile platforms.

Sample Measurement Items:

(Respondents rate their agreement on a 5-point Likert scale: 1 = Strongly Disagree to 5 = Strongly Agree.)

- "Our HR processes are primarily managed using digital platforms."

- "We utilise AI-driven tools for talent acquisition and management."

- "Digital technologies are integrated into our employee training programmes."

- "Our HR department adopts new digital tools promptly."

- "Employees have easy access to HR services via mobile or online platforms."

Example Questionnaire:

| Item | Statement | Scale (1-5) |

| D1 | Our organization uses digital tools for HR activities. | 1-5 |

| D2 | Digital technology enhances our HR decision-making. | 1-5 |

| D3 | HR digitalization is a strategic priority in our organization. | 1-5 |

Note: You can adapt or expand these items based on specific aspects of digital HRM you wish to measure.

2. HRM System Maturity

Definition: The level of development and sophistication of an organisation's HR information systems (HRIS), ranging from basic manual processes to advanced, integrated, and strategic systems.

Common Maturity Models:

- Phases: Initiation, Development, Integration, Optimization, Leading

- Dimensions: System functionality, integration, strategic use, user engagement

Sample Measurement Items:

(Respond on a 5-point Likert scale.)

- "Our HR systems are fully integrated with other organisational information systems."

- "HR data is regularly analysed to inform strategic decisions."

- "Our HRIS automates routine HR tasks effectively."

- "Employees and managers have self-service access to HR information."

- "The HR system supports predictive analytics for workforce planning."

Example Questionnaire:

| Item | Statement | Scale (1-5) |

| HM1 | Our HRIS is capable of supporting strategic HR initiatives. | 1-5 |

| HM2 | HR data is used proactively for workforce planning. | 1-5 |

| HM3 | Our HR system is regularly updated to incorporate new functionalities. | 1-5 |

| HM4 | The organization has a clear roadmap for HR system development. | 1-5 |

Additional Resources:

- Digital HRM: Literature on digital transformation in HR, e.g., "Digital HR: A Guide to Transforming HR Practices".

- HRM System Maturity: Frameworks like the Hype Cycle for HR Technology or HR System Maturity Models (e.g., Ulrich's HR Model).

Customisation:

You may need to adapt these items to your specific context or research objectives. Also, consider validating the scales through pilot testing and factor analysis if used in empirical research.

Yes, in addition to other people's contributions, measurements is a process to determine the quality or quantity of an object. You can use a number or statement to achieve your objective. However, there are acceptable international and national standards in each profession. A literature review will help you to identify what scale others have used. You can use a similar scale or questionnaire or modify it. Data collected can be classified into nominal, ordinal, interval, or ratio. Analysis can be descriptive or inferential. The findings will help you to conclude on the objective.