Question 1

What is Predictive HR analytics?

Accepted Answer

o "Predictive HR analytics" is: the systematic application of predictive modelling using inferential statistics to existing HR people related data in order to inform judgments about possible causal factors driving key HR-related performance indicators."…"then apply these predictive models to make tangible predictions about particular results or outcomes (e.g. employee or organizational behavior) that we might expect to find given certain conditions" (Edwards and Edwards, 2016, p.2)

Question 2

There are many different statistical software packages that can be used for HR analytics modelling. The use of these packages is only useful if the analyst has _________ capabilities.

Accepted Answer

A)  Statistical 
B)  Machine learning 
C)  Computer 
D)  Masters level 
A)  Statistical 
B)  Machine learning 
C)  Computer 
D)  Masters level A

Question 3

A key interest in whether there is any evidence of any bias in various stages of the employee lifecycle starting with recruitment process is relevant to which 'analytic project'?

Accepted Answer

A)  Employee Engagement 
B)  Diversity Analysis 
C)  Turnover Analysis 
D)  Performance Analysis 
A)  Employee Engagement 
B)  Diversity Analysis 
C)  Turnover Analysis 
D)  Performance Analysis B

Question 4

___________ involves conducting data analysis that explores datasets to get the best possible combinations of variables and identify the best possible predictive model that "accounts" for the highest level of the variation on any particular dependent variable.

Accepted Answer

A)  Traditional statistics 
B)  Statistical analyses 
C)  Machine learning 
D)  Predictive analyses 
A)  Traditional statistics 
B)  Statistical analyses 
C)  Machine learning 
D)  Predictive analyses

Question 5

Increasing use of metrics and analytics is in line with

Accepted Answer

A)  Evidence-based management 
B)  Technology growth 
C)  Sophisticated management techniques 
D)  Customer expectations 
A)  Evidence-based management 
B)  Technology growth 
C)  Sophisticated management techniques 
D)  Customer expectations

Question 6

Selective investments in a particular group of staff members may lead to __________ concerns.

Accepted Answer

A)  financial 
B)  privacy 
C)  information security 
D)  equity and fairness 
A)  financial 
B)  privacy 
C)  information security 
D)  equity and fairness

Question 7

___________ analytics is the 'systematic application of predictive modelling using inferential statistics to existing data to make tangible predictions about outcomes'

Accepted Answer

A)  Prescriptive 
B)  Predictive 
C)  HR 
D)  Statistical 
A)  Prescriptive 
B)  Predictive 
C)  HR 
D)  Statistical

Question 8

Selective investments in a particular group of staff members may lead to __________ concerns.

Accepted Answer

A)  Privacy 
B)  Information security 
C)  Equity and fairness 
D)  Financial 
A)  Privacy 
B)  Information security 
C)  Equity and fairness 
D)  Financial

Question 9

One of the reasons why HR has been slow to harness the potential of analytics is

Accepted Answer

A)  Lack of HR analytics products 
B)  Lack of top management support 
C)  Employee resistance 
D)  Lack of analytic capability in HR professionals 
A)  Lack of HR analytics products 
B)  Lack of top management support 
C)  Employee resistance 
D)  Lack of analytic capability in HR professionals

Question 10

Predictive models are based on the identification of patterns and trends from historical data. If the data analysed is linked to problematic historical behaviour built on potentially bias or discriminatory managerial decisions, then the application of an algorithm from this data may only serve to propagate _______________.

Accepted Answer

A)  predictive models 
B)  corporate success 
C)  historical biases 
D)  lower coporate performance 
A)  predictive models 
B)  corporate success 
C)  historical biases 
D)  lower coporate performance

Question 11

A key aim of HR analytics is to …

Accepted Answer

A)  focus on HR Metrics. 
B)  develop HR Metrics as a preoccupation of HR. 
C)  show the impact of HR initiatives. 
D)  identify key strategic insights from people related data (and HR Metrics) that can lead to actionable recommendations and help make data-driven decisions. 
A)  focus on HR Metrics. 
B)  develop HR Metrics as a preoccupation of HR. 
C)  show the impact of HR initiatives. 
D)  identify key strategic insights from people related data (and HR Metrics) that can lead to actionable recommendations and help make data-driven decisions.

Question 12

The field of HR analytics is

Accepted Answer

A)  Still in its infancy 
B)  Very mature 
C)  Outdated 
D)  Widely in use 
A)  Still in its infancy 
B)  Very mature 
C)  Outdated 
D)  Widely in use

Question 13

Metrics refer to

Accepted Answer

A)  Standards of measurement 
B)  Ways to do things 
C)  Efficiency 
D)  Effectiveness 
A)  Standards of measurement 
B)  Ways to do things 
C)  Efficiency 
D)  Effectiveness

Question 14

An analyst might want to focus on job specific and context specific indices during which 'analytic project'?

Accepted Answer

A)  Employee Engagement 
B)  Diversity Analysis 
C)  Turnover Analysis 
D)  Performance Analysis 
A)  Employee Engagement 
B)  Diversity Analysis 
C)  Turnover Analysis 
D)  Performance Analysis

Question 15

Increasing use of metrics and analytics is in line with

Accepted Answer

A)  Evidence-based management 
B)  Technology growth 
C)  Sophisticated management techniques 
D)  Customer expectations 
A)  Evidence-based management 
B)  Technology growth 
C)  Sophisticated management techniques 
D)  Customer expectations

Question 16

The field of HR analytics is

Accepted Answer

A)  Still in its infancy 
B)  Very mature 
C)  Outdated 
D)  Widely in use 
A)  Still in its infancy 
B)  Very mature 
C)  Outdated 
D)  Widely in use

Question 17

Specifically looking at assessment centre selection data and whether it predicts performance is …

Accepted Answer

A)  Recruitment and Selection Analysis 
B)  Diversity Analysis 
C)  Turnover Analysis 
D)  Performance Analysis 
A)  Recruitment and Selection Analysis 
B)  Diversity Analysis 
C)  Turnover Analysis 
D)  Performance Analysis

Question 18

One of the reasons why HR has been slow to harness the potential of analytics is

Accepted Answer

A)  Lack of HR analytics products 
B)  Lack of top management support 
C)  Employee resistance 
D)  Lack of analytic capability in HR professionals 
A)  Lack of HR analytics products 
B)  Lack of top management support 
C)  Employee resistance 
D)  Lack of analytic capability in HR professionals

Question 19

__________ as a key activity is an important analytic project that organisations undertake to ensure that the right people are in the right place at the right time.

Accepted Answer

A)  Performance Management 
B)  Workforce Planning 
C)  Talent Management 
D)  Training and Development 
A)  Performance Management 
B)  Workforce Planning 
C)  Talent Management 
D)  Training and Development

Question 20

What are the two "go-to" analytics projects most HR analytics teams will take on?

Accepted Answer

o The two "go-to" analytics pr

What is Predictive HR analytics?

There are many different statistical software packages that can be used for HR analytics modelling. The use of these packages is only useful if the analyst has _________ capabilities.

A key interest in whether there is any evidence of any bias in various stages of the employee lifecycle starting with recruitment process is relevant to which 'analytic project'?

___________ involves conducting data analysis that explores datasets to get the best possible combinations of variables and identify the best possible predictive model that "accounts" for the highest level of the variation on any particular dependent variable.

Increasing use of metrics and analytics is in line with

Selective investments in a particular group of staff members may lead to __________ concerns.

___________ analytics is the 'systematic application of predictive modelling using inferential statistics to existing data to make tangible predictions about outcomes'

Selective investments in a particular group of staff members may lead to __________ concerns.

One of the reasons why HR has been slow to harness the potential of analytics is

A key aim of HR analytics is to …

The field of HR analytics is

Metrics refer to

An analyst might want to focus on job specific and context specific indices during which 'analytic project'?

Increasing use of metrics and analytics is in line with

The field of HR analytics is

Specifically looking at assessment centre selection data and whether it predicts performance is …

One of the reasons why HR has been slow to harness the potential of analytics is

__________ as a key activity is an important analytic project that organisations undertake to ensure that the right people are in the right place at the right time.

What are the two "go-to" analytics projects most HR analytics teams will take on?

Electronicdigital HRM: A Primer

Strategic Management Approach to Technology-Enabled HRM

Soft Systems Thinking Approach to E-HRM Project Management

Agile Approach to E-HRM Project Management

Big Data E-HRM

Cloud Computing E-HRM

Social Media E-HRM

Gamification E-HRM

E-Talent Management

E-Recruitment Selection

E-Performance Reward Management

E-Learning Development

Strategic Evaluation of E-HRM

Information Security Privacy in E-HRM

Future Directions of Electronicdigital HRM

Filters

Exam 6: HR Metrics Analystics

What is Predictive HR analytics?

There are many different statistical software packages that can be used for HR analytics modelling. The use of these packages is only useful if the analyst has _________ capabilities.

A key interest in whether there is any evidence of any bias in various stages of the employee lifecycle starting with recruitment process is relevant to which 'analytic project'?

___________ involves conducting data analysis that explores datasets to get the best possible combinations of variables and identify the best possible predictive model that "accounts" for the highest level of the variation on any particular dependent variable.

Increasing use of metrics and analytics is in line with

Selective investments in a particular group of staff members may lead to __________ concerns.

___________ analytics is the 'systematic application of predictive modelling using inferential statistics to existing data to make tangible predictions about outcomes'

Selective investments in a particular group of staff members may lead to __________ concerns.

One of the reasons why HR has been slow to harness the potential of analytics is

A key aim of HR analytics is to …

The field of HR analytics is

Metrics refer to

An analyst might want to focus on job specific and context specific indices during which 'analytic project'?

Increasing use of metrics and analytics is in line with

The field of HR analytics is

Specifically looking at assessment centre selection data and whether it predicts performance is …

One of the reasons why HR has been slow to harness the potential of analytics is

__________ as a key activity is an important analytic project that organisations undertake to ensure that the right people are in the right place at the right time.

What are the two "go-to" analytics projects most HR analytics teams will take on?

Electronicdigital HRM: A Primer

Strategic Management Approach to Technology-Enabled HRM

Soft Systems Thinking Approach to E-HRM Project Management

Agile Approach to E-HRM Project Management

Big Data E-HRM

Cloud Computing E-HRM

Social Media E-HRM

Gamification E-HRM

E-Talent Management

E-Recruitment Selection

E-Performance Reward Management

E-Learning Development

Strategic Evaluation of E-HRM

Information Security Privacy in E-HRM

Future Directions of Electronicdigital HRM

Filters