Table 1 Practical implications of HRM as... | Emerald Publishing

Table 1

Practical implications of HRM as choice architecture across core functions

HRM function	Typical choice point/design mechanism	Potential ethical nudge	Potential sludge removal
Recruitment and onboarding	Defaults in application and onboarding framing in role advertisements, referral incentives, friction in multi-stage interview processes	Simplify and clarify steps and criteria, make key information transparent, use supportive defaults, improve timely feedback	Excessive stages, repeated data entry, unclear criteria, avoidable delays, complex paperwork
Learning and development	Defaults in training enrolment, framing in positioning of development opportunity, incentives for participation, friction in training approvals	Improve access to opportunities, clarify eligibility, simplify approvals, enable opt-out	Unclear eligibility, inconsistent gatekeeping, multiple approvals, complex registration, delayed access to training, opaque selection criteria
Performance management	Framing in feedback and rating language, defaults in review templates and goal setting, friction in mobility/promotion	Standardise and clarify feedback structures, increase transparency of decision points, ensure communications improve procedural clarity	Opaque criteria for promotion, excessive documentation, delays in grievance resolution, inconsistent decisions, internal mobility
Reward, benefits, wellbeing	Defaults in benefits enrolment, framing of total reward, incentives in bonus/recognition, friction in claims, clarity on eligibility criteria	Clear communications, opt-out defaults for wellbeing support, test incentive outcomes, maintain employee autonomy	Complex claims, unclear eligibility, repeated verification steps, hidden conditions, delays in reimbursement

HRM function	Typical choice point/design mechanism	Potential ethical nudge	Potential sludge removal
Recruitment and onboarding	Defaults in application and onboarding framing in role advertisements, referral incentives, friction in multi-stage interview processes	Simplify and clarify steps and criteria, make key information transparent, use supportive defaults, improve timely feedback	Excessive stages, repeated data entry, unclear criteria, avoidable delays, complex paperwork
Learning and development	Defaults in training enrolment, framing in positioning of development opportunity, incentives for participation, friction in training approvals	Improve access to opportunities, clarify eligibility, simplify approvals, enable opt-out	Unclear eligibility, inconsistent gatekeeping, multiple approvals, complex registration, delayed access to training, opaque selection criteria
Performance management	Framing in feedback and rating language, defaults in review templates and goal setting, friction in mobility/promotion	Standardise and clarify feedback structures, increase transparency of decision points, ensure communications improve procedural clarity	Opaque criteria for promotion, excessive documentation, delays in grievance resolution, inconsistent decisions, internal mobility
Reward, benefits, wellbeing	Defaults in benefits enrolment, framing of total reward, incentives in bonus/recognition, friction in claims, clarity on eligibility criteria	Clear communications, opt-out defaults for wellbeing support, test incentive outcomes, maintain employee autonomy	Complex claims, unclear eligibility, repeated verification steps, hidden conditions, delays in reimbursement

Source(s): Author