Question 1

How can workforce analytics,as part of an HRIS,help to measure and improve a talent management program?

Accepted Answer

Using workforce analytics to manage talent in an organization can involve asking questions about an individual person or a group of employees.Typically,a simple question about an individual employee's history is ansed by using a query program against the employee data warehouse.This is not a really complicated environment as long as your organization has the query tools that can get the ans from a data warehouse.The real purpose of analytics for talent management is to use the analytics to model,in terms of skills and abilities of employees who were successful in the company,against a pool of existing employees or new potential hires to determine their possibility of success in the organization.
For new hires,an employer may like to know the demographics of existing,successful employees to see if the company image and recruiting programs are attracting the right individuals to the company.This is an important use of analytics because recruiting programs vary from Internet-based recruitment using social networking to programs focused on local media advertising through newspapers or television or participation in recruiting fairs.All of these recruiting programs cost money,and it is important to know where to spend the money to attract the best talent.By using analytics,a company can also better train its managers on hiring tactics,and resources can be better funneled to the right recruitment channel.
For existing employees,analytics can be used to understand the personal characteristics of successful employees.Data such as previous work experiences and education and training,both within and outside the company,can be collected and analyzed to determine what helps prepare these employees for success.Also,data about performance objectives can be compared with actual business results.This information can be collected and stored in an employee's electronic career jacket,which also contains a record of current job responsibilities,previous promotions,and the length of time between promotions.

Question 2

The results of human resources planning (HRP)are estimates of

Accepted Answer

A)  sales revenues for the next year 
B)  the number of employees needed for growth or decline 
C)  the level of profitability needed to avoid bankruptcy 
D)  the amount of new technology needed to meet demand 
A)  sales revenues for the next year 
B)  the number of employees needed for growth or decline 
C)  the level of profitability needed to avoid bankruptcy 
D)  the amount of new technology needed to meet demand B

Question 3

Based on changes in organizational strategy and business objectives,what three factors related to an organization's employees are estimated by the use of an HRP program?

Accepted Answer

1.Number of employees needed for growth or decline
2.Required competencies and behaviors of these employees
3.Required levels of productivity expected from these employees

Question 4

Talent management is really a new title for the HR professional who is in charge of recruiting and new hiring at a company.

Accepted Answer

A) True 
 B)False

Question 5

From the SHRM poll on what HR professionals felt was the top investment challenge over the next 10 years,about ______ said the top challenge was obtaining human capital and optimizing human capital investments.

Accepted Answer

A)  70% 
B)  35% 
C)  47% 
D)  85% 
A)  70% 
B)  35% 
C)  47% 
D)  85%

Question 6

In spite of the multiple definitions of talent management,they all have in common that to gain competitive advantage in the marketplace an organization's talent in its employees must be managed effectively.

Accepted Answer

A) True 
 B)False

Question 7

Talent management is focused on _____.

Accepted Answer

A)  retaining talented employees 
B)  recruiting and hiring employees 
C)  training and promoting employees 
D)  all of these 
A)  retaining talented employees 
B)  recruiting and hiring employees 
C)  training and promoting employees 
D)  all of these

Question 8

In order for HR departments to take on a value creation role to support corporate and business unit strategy,they must change and develop into a high-performance system for TM.

Accepted Answer

A) True 
 B)False

Question 9

Which one of the following attributes is not among common attributes of talented individuals?

Accepted Answer

A)  ability and willingness to listen to the ideas of others 
B)  ability to communicate with others using multiple media 
C)  ability to exercise leadership 
D)  imagination 
A)  ability and willingness to listen to the ideas of others 
B)  ability to communicate with others using multiple media 
C)  ability to exercise leadership 
D)  imagination

Question 10

Corporate culture is based on the KSA requirements of all jobs in the company.

Accepted Answer

A) True 
 B)False

Question 11

The HRP program is closely related to strategic HRM.

Accepted Answer

A) True 
 B)False

Question 12

The part of the supply estimate in HRP that is internal is based on

Accepted Answer

A)  the historic movement of employees within the company by job 
B)  the unemployment percentage in the company's geographic location 
C)  pay raises and bonuses given to excellent employees 
D)  the level of the TM program within the company 
A)  the historic movement of employees within the company by job 
B)  the unemployment percentage in the company's geographic location 
C)  pay raises and bonuses given to excellent employees 
D)  the level of the TM program within the company

Question 13

Social networks (e.g.,Facebook and LinkedIn)are excellent and have no drawbacks for use in a talent management program.

Accepted Answer

A) True 
 B)False

Question 14

The need for both a long-term talent management strategy and a short-term tactical strategy is necessary because of ______.

Accepted Answer

A)  increased usage of HRIS in TM 
B)  changes in corporate brand management 
C)  the changing dynamics in the marketplace 
D)  all of these 
A)  increased usage of HRIS in TM 
B)  changes in corporate brand management 
C)  the changing dynamics in the marketplace 
D)  all of these

Question 15

What is the importance of the link between talent management and HRIS?

Accepted Answer

The importance of this link is that inve

Question 16

Describe the three major phases of the HRP process model.

Accepted Answer

Phase 1: Setting HRP Objectives,which re

Question 17

Why do organizations need an adaptable workforce?

Accepted Answer

Since change is given as a constant with

Question 18

In HRP,it is crucial that the knowledge,skills,and abilities (KSA)required in the forecasted jobs be known.

Accepted Answer

A) True 
 B)False

Question 19

What is the talent management life cycle?

Accepted Answer

Acquiring and growing a talented human c

Question 20

In order to develop talent within an organization,HRM programs must create ______.

Accepted Answer

A)  an adaptable workforce 
B)  a global perspective 
C)  an external environment assessment department 
D)  a specific career progression plan for employees 
A)  an adaptable workforce 
B)  a global perspective 
C)  an external environment assessment department 
D)  a specific career progression plan for employees

How can workforce analytics,as part of an HRIS,help to measure and improve a talent management program?

The results of human resources planning (HRP)are estimates of

Based on changes in organizational strategy and business objectives,what three factors related to an organization's employees are estimated by the use of an HRP program?

Talent management is really a new title for the HR professional who is in charge of recruiting and new hiring at a company.

From the SHRM poll on what HR professionals felt was the top investment challenge over the next 10 years,about ______ said the top challenge was obtaining human capital and optimizing human capital investments.

In spite of the multiple definitions of talent management,they all have in common that to gain competitive advantage in the marketplace an organization's talent in its employees must be managed effectively.

Talent management is focused on _____.

In order for HR departments to take on a value creation role to support corporate and business unit strategy,they must change and develop into a high-performance system for TM.

Which one of the following attributes is not among common attributes of talented individuals?

Corporate culture is based on the KSA requirements of all jobs in the company.

The HRP program is closely related to strategic HRM.

The part of the supply estimate in HRP that is internal is based on

Social networks (e.g.,Facebook and LinkedIn)are excellent and have no drawbacks for use in a talent management program.

The need for both a long-term talent management strategy and a short-term tactical strategy is necessary because of ______.

What is the importance of the link between talent management and HRIS?

Describe the three major phases of the HRP process model.

Why do organizations need an adaptable workforce?

In HRP,it is crucial that the knowledge,skills,and abilities (KSA)required in the forecasted jobs be known.

What is the talent management life cycle?

In order to develop talent within an organization,HRM programs must create ______.

A Brief History and Overview of Technology in HR

Database Concepts and Applications in HRIS

Systems Considerations in the Design of an HRIS: Planning for Implementations

The Systems Development Life Cycle and HRIS Needs Analysis

System Design and Acquisition

Change Management and Implementation

Cost Justifying HRIS Investments

HR Administration and HRIS

Recruitment and Selection in an Internet Context

Training and Development: Issues and HRIS Applications

Performance Management, Compensation, Benefits, Payroll, and HRIS

HRIS and International HRM

HR Metrics and Workforce Analytics

HRIS Privacy and Security

HRIS and Social Media

The Future of HRIS: Emerging Trends in HRM and IT

Filters

Exam 9: Talent Management

How can workforce analytics,as part of an HRIS,help to measure and improve a talent management program?

The results of human resources planning (HRP)are estimates of

Based on changes in organizational strategy and business objectives,what three factors related to an organization's employees are estimated by the use of an HRP program?

Talent management is really a new title for the HR professional who is in charge of recruiting and new hiring at a company.

From the SHRM poll on what HR professionals felt was the top investment challenge over the next 10 years,about ______ said the top challenge was obtaining human capital and optimizing human capital investments.

In spite of the multiple definitions of talent management,they all have in common that to gain competitive advantage in the marketplace an organization's talent in its employees must be managed effectively.

Talent management is focused on _____.

In order for HR departments to take on a value creation role to support corporate and business unit strategy,they must change and develop into a high-performance system for TM.

Which one of the following attributes is not among common attributes of talented individuals?

Corporate culture is based on the KSA requirements of all jobs in the company.

The HRP program is closely related to strategic HRM.

The part of the supply estimate in HRP that is internal is based on

Social networks (e.g.,Facebook and LinkedIn)are excellent and have no drawbacks for use in a talent management program.

The need for both a long-term talent management strategy and a short-term tactical strategy is necessary because of ______.

What is the importance of the link between talent management and HRIS?

Describe the three major phases of the HRP process model.

Why do organizations need an adaptable workforce?

In HRP,it is crucial that the knowledge,skills,and abilities (KSA)required in the forecasted jobs be known.

What is the talent management life cycle?

In order to develop talent within an organization,HRM programs must create ______.

A Brief History and Overview of Technology in HR

Database Concepts and Applications in HRIS

Systems Considerations in the Design of an HRIS: Planning for Implementations

The Systems Development Life Cycle and HRIS Needs Analysis

System Design and Acquisition

Change Management and Implementation

Cost Justifying HRIS Investments

HR Administration and HRIS

Recruitment and Selection in an Internet Context

Training and Development: Issues and HRIS Applications

Performance Management, Compensation, Benefits, Payroll, and HRIS

HRIS and International HRM

HR Metrics and Workforce Analytics

HRIS Privacy and Security

HRIS and Social Media

The Future of HRIS: Emerging Trends in HRM and IT

Filters