Question 1

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 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)  computer 
C)  machine learning 
D)  predictive 
A)  statistical 
B)  computer 
C)  machine learning 
D)  predictive

Question 3

__________ as a key activity has for many years been an important analytic project, that organisations would undertake to ensure that the right people are in the right place at the right time.

Accepted Answer

A)  Recruitment & selection 
B)  Workforce planning 
C)  Talent management 
D)  Training & development 
A)  Recruitment & selection 
B)  Workforce planning 
C)  Talent management 
D)  Training & development

Question 4

A key aim of HR analytics is to ___________

Accepted Answer

A)  Focus on metrics 
B)  Focus on people 
C)  Focus on HR processes 
D)  identify key strategic insights that can lead to actionable recommendations 
A)  Focus on metrics 
B)  Focus on people 
C)  Focus on HR processes 
D)  identify key strategic insights that can lead to actionable recommendations

Question 5

The predicted cost of replacing an employee who leaves varies depending upon the level of employee and type of job is relevant 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 6

What is the relationship between HR analytics and HR Metrics?

Accepted Answer

o The growth in HR analytics as a key HR

Question 7

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

Accepted Answer

A)  Employee engagement analysis 
B)  Turnover analysis 
C)  Diversity analysis 
D)  Performance analysis 
A)  Employee engagement analysis 
B)  Turnover analysis 
C)  Diversity analysis 
D)  Performance analysis

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

What is Workforce Planning?

Accepted Answer

o Workforce planning (see Liff, 2000) as

Question 10

What are a few of the key metrics that many HR analysts should be aware of?

Accepted Answer

o Recruitment oriented metrics
o Turnove

Question 11

___________ 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 12

A key aim of HR analytics is to ___________

Accepted Answer

A)  Focus on metrics 
B)  Focus on people 
C)  Focus on HR processes 
D)  identify key strategic insights that can lead to actionable recommendations 
A)  Focus on metrics 
B)  Focus on people 
C)  Focus on HR processes 
D)  identify key strategic insights that can lead to actionable recommendations

Question 13

__________ 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

Metrics refer to

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.

__________ as a key activity has for many years been an important analytic project, that organisations would undertake to ensure that the right people are in the right place at the right time.

A key aim of HR analytics is to ___________

The predicted cost of replacing an employee who leaves varies depending upon the level of employee and type of job is relevant during which 'analytic project'?

What is the relationship between HR analytics and HR Metrics?

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

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

What is Workforce Planning?

What are a few of the key metrics that many HR analysts should be aware of?

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

A key aim of HR analytics is to ___________

__________ 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.

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

Metrics refer to

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.

__________ as a key activity has for many years been an important analytic project, that organisations would undertake to ensure that the right people are in the right place at the right time.

A key aim of HR analytics is to ___________

The predicted cost of replacing an employee who leaves varies depending upon the level of employee and type of job is relevant during which 'analytic project'?

What is the relationship between HR analytics and HR Metrics?

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

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

What is Workforce Planning?

What are a few of the key metrics that many HR analysts should be aware of?

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

A key aim of HR analytics is to ___________

__________ 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.

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