Question 1

No information system generates any return on the investment unless managers change their decision behavior for the better.

Accepted Answer

A) True 
 B)False  True

Question 2

Assessing and reporting HR metrics will result in better organizational performance.

Accepted Answer

A) True 
 B)False  False

Question 3

What is the difference between data mining and predictive analyses?

Accepted Answer

Data mining refers to efforts to identify patterns that exist within data and that may identify unrecognized causal mechanisms that can be used to enhance decision making.To identify these causal mechanisms,data mining uses correlation and multiple regression methods to identify patterns of relationships in extremely large datasets.An example would be the identification of a correlation between employee job satisfaction and employee turnover.
Predictive analysis involves attempts to develop models of organizational systems than can be used to predict future outcomes and understand the consequences of hypothetical changes in organizations-for example,a change in existing organizational systems or processes.To use the example above,if the organization discovered a correlation between employee job satisfaction and turnover,HR could use these data to suggest modifications to the employees' work situation or their benefits with the goal of increasing employee satisfaction.

Question 4

The technique used to identify a causal mechanism within data and identify patterns of relationships is called ______.

Accepted Answer

A)  data mining 
B)  computing infrastructures 
C)  operational experiments 
D)  strategic realignment 
A)  data mining 
B)  computing infrastructures 
C)  operational experiments 
D)  strategic realignment

Question 5

HR process efficiency focuses on how well HR departments accomplish critical HRM processes that support organizational effectiveness.

Accepted Answer

A) True 
 B)False

Question 6

What is the most important use of HR metrics and analytics?

Accepted Answer

The most important use of HR metrics and

Question 7

Actively sharing HR metrics and workforce analytics information with managers via e-mail is called ______.

Accepted Answer

A)  putting HR metrics and analytics data in context 
B)  push systems of reporting 
C)  bottom line reports 
D)  benchmarking 
A)  putting HR metrics and analytics data in context 
B)  push systems of reporting 
C)  bottom line reports 
D)  benchmarking

Question 8

What metric of HR effectiveness is calculated by "the sum of external costs (recruiting)and internal costs (training new employees)divided by the total number of new employees in a specific time period"?

Accepted Answer

The answer of What metric of HR effectiveness is calculated...

Question 9

What are some of the limitations of early attempts of HR metrics?

Accepted Answer

Many derived solely from accounting syst

Question 10

"Big Data" is often seen as valuable because it offers volume,variety,and velocity.

Accepted Answer

A) True 
 B)False

Question 11

Many managers perceive the increased interest in metrics and analytics as simply a mandate to compute and report more metrics.

Accepted Answer

A) True 
 B)False

Question 12

Attempts to understand how an organization's human capital needs would change as a function of some expected change in the organization's environment is called ______.

Accepted Answer

A)  strategic alignment 
B)  workforce modeling 
C)  operational experiments 
D)  data mining 
A)  strategic alignment 
B)  workforce modeling 
C)  operational experiments 
D)  data mining

Question 13

What is workforce modeling,and what is its use in an organization?

Accepted Answer

Workforce modeling attempts to understan

Question 14

Workforce analytics are

Accepted Answer

A)  used to calculate costs and benefits analyses 
B)  used to predict the future strategy of an organization 
C)  strategies for combining metrics and examining changes in metrics 
D)  efforts to align real-time analysis of organizational and HR processes 
A)  used to calculate costs and benefits analyses 
B)  used to predict the future strategy of an organization 
C)  strategies for combining metrics and examining changes in metrics 
D)  efforts to align real-time analysis of organizational and HR processes

Question 15

An example of a push communications channel is

Accepted Answer

A)  memos from top management 
B)  posting metrics and analytics on company websites 
C)  offering access to searchable information repositories 
D)  e-mails to managers on metrics and analytics 
A)  memos from top management 
B)  posting metrics and analytics on company websites 
C)  offering access to searchable information repositories 
D)  e-mails to managers on metrics and analytics

Question 16

An important test of the appropriateness of outcome metrics is the "why" test.

Accepted Answer

A) True 
 B)False

Question 17

If managers do not use HR metrics and analytics to make different and better decision,the first question is the cost.

Accepted Answer

A) True 
 B)False

Question 18

The metrics that focus on how well the HR department accomplishes its critical processes to support organizational effectiveness are ______.

Accepted Answer

A)  strategic realignment 
B)  predictive analysis 
C)  computing infrastructures 
D)  administrative process efficiency 
A)  strategic realignment 
B)  predictive analysis 
C)  computing infrastructures 
D)  administrative process efficiency

Question 19

Personal theories used to identify choices for outcome measures are an accurate reflection of reality.

Accepted Answer

A) True 
 B)False

Question 20

A common concern among individuals who construct metrics and analytics reports is

Accepted Answer

A)  they can lead to erroneous managerial actions 
B)  whether anyone pays any attention to their reports 
C)  poor reporting of data elements to form metrics by the HR department 
D)  that the computer software is capable of handling the magnitude of data 
A)  they can lead to erroneous managerial actions 
B)  whether anyone pays any attention to their reports 
C)  poor reporting of data elements to form metrics by the HR department 
D)  that the computer software is capable of handling the magnitude of data

No information system generates any return on the investment unless managers change their decision behavior for the better.

Assessing and reporting HR metrics will result in better organizational performance.

What is the difference between data mining and predictive analyses?

The technique used to identify a causal mechanism within data and identify patterns of relationships is called ______.

HR process efficiency focuses on how well HR departments accomplish critical HRM processes that support organizational effectiveness.

What is the most important use of HR metrics and analytics?

Actively sharing HR metrics and workforce analytics information with managers via e-mail is called ______.

What metric of HR effectiveness is calculated by "the sum of external costs (recruiting)and internal costs (training new employees)divided by the total number of new employees in a specific time period"?

What are some of the limitations of early attempts of HR metrics?

"Big Data" is often seen as valuable because it offers volume,variety,and velocity.

Many managers perceive the increased interest in metrics and analytics as simply a mandate to compute and report more metrics.

Attempts to understand how an organization's human capital needs would change as a function of some expected change in the organization's environment is called ______.

What is workforce modeling,and what is its use in an organization?

Workforce analytics are

An example of a push communications channel is

An important test of the appropriateness of outcome metrics is the "why" test.

If managers do not use HR metrics and analytics to make different and better decision,the first question is the cost.

The metrics that focus on how well the HR department accomplishes its critical processes to support organizational effectiveness are ______.

Personal theories used to identify choices for outcome measures are an accurate reflection of reality.

A common concern among individuals who construct metrics and analytics reports is

A Brief History and Overview of Technology in HR

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System Design and Acquisition

Change Management and Implementation

Cost Justifying HRIS Investments

HR Administration and HRIS

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Training and Development: Issues and HRIS Applications

Performance Management, Compensation, Benefits, Payroll, and HRIS

HRIS and International HRM

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Filters

Exam 14: HR Metrics and Workforce Analytics

No information system generates any return on the investment unless managers change their decision behavior for the better.

Assessing and reporting HR metrics will result in better organizational performance.

What is the difference between data mining and predictive analyses?

The technique used to identify a causal mechanism within data and identify patterns of relationships is called ______.

HR process efficiency focuses on how well HR departments accomplish critical HRM processes that support organizational effectiveness.

What is the most important use of HR metrics and analytics?

Actively sharing HR metrics and workforce analytics information with managers via e-mail is called ______.

What metric of HR effectiveness is calculated by "the sum of external costs (recruiting)and internal costs (training new employees)divided by the total number of new employees in a specific time period"?

What are some of the limitations of early attempts of HR metrics?

"Big Data" is often seen as valuable because it offers volume,variety,and velocity.

Many managers perceive the increased interest in metrics and analytics as simply a mandate to compute and report more metrics.

Attempts to understand how an organization's human capital needs would change as a function of some expected change in the organization's environment is called ______.

What is workforce modeling,and what is its use in an organization?

Workforce analytics are

An example of a push communications channel is

An important test of the appropriateness of outcome metrics is the "why" test.

If managers do not use HR metrics and analytics to make different and better decision,the first question is the cost.

The metrics that focus on how well the HR department accomplishes its critical processes to support organizational effectiveness are ______.

Personal theories used to identify choices for outcome measures are an accurate reflection of reality.

A common concern among individuals who construct metrics and analytics reports is

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

Talent Management

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

HRIS Privacy and Security

HRIS and Social Media

The Future of HRIS: Emerging Trends in HRM and IT

Filters