Question 1

What is the difference between "push" and "pull" methods of communicating HR metrics and analytics?

Accepted Answer

Push communications channels,such as e-m

Question 2

What is the value of an HR dashboard?

Accepted Answer

Dashboards are a component of reporting.

Question 3

______ allows users to maintain a current snapshot of key HR metrics.

Accepted Answer

A)  A dashboard 
B)  Data mining 
C)  Workforce modeling 
D)  An operational experiment 
A)  A dashboard 
B)  Data mining 
C)  Workforce modeling 
D)  An operational experiment

Question 4

"Big Data" refers to

Accepted Answer

A)  many dashboards on one topic 
B)  large datasets that can be many terabytes or more 
C)  a program to build more effective benchmarks within an organization 
D)  all of these 
A)  many dashboards on one topic 
B)  large datasets that can be many terabytes or more 
C)  a program to build more effective benchmarks within an organization 
D)  all of these

Question 5

Understanding what opportunities and problems managers face does not suggest relevant analyses that can support better decisions.

Accepted Answer

A) True 
 B)False

Question 6

Trying to identifying what metrics should be reported without considering an organization's problems and opportunities misses the reasons for the metrics.

Accepted Answer

A) True 
 B)False

Question 7

The Saratoga Institute/SHRM human resources metrics are

Accepted Answer

A)  a highly valued overview of many HR metrics and the formulas used to calculate them 
B)  metrics that began to be used to measure HR effectiveness 
C)  used to measure or audit HR programs and activities 
D)  all of these 
A)  a highly valued overview of many HR metrics and the formulas used to calculate them 
B)  metrics that began to be used to measure HR effectiveness 
C)  used to measure or audit HR programs and activities 
D)  all of these

Question 8

A method of creating useful comparisons is called ______.

Accepted Answer

A)  organizational enhancement 
B)  baseline functionality 
C)  benchmarking 
D)  risk avoidance 
A)  organizational enhancement 
B)  baseline functionality 
C)  benchmarking 
D)  risk avoidance

Question 9

Why is it important to put HR metrics and analytics in context?

Accepted Answer

Reporting HR metrics data alone is ineff

Question 10

The most important factor that has led to increased emphasis on HR metrics and analytics is

Accepted Answer

A)  the costs involved in employee transactions 
B)  the quality revolution in the U.S. 
C)  the increased use and implementation of integrated HRIS 
D)  the growing interest in evidence-based management 
A)  the costs involved in employee transactions 
B)  the quality revolution in the U.S. 
C)  the increased use and implementation of integrated HRIS 
D)  the growing interest in evidence-based management

Question 11

The balanced scorecard approach focuses on what will happen in the organization.

Accepted Answer

A) True 
 B)False

Question 12

The primary purpose for the use of HR metrics and workforce analytics is to

Accepted Answer

A)  measure the effectiveness of HR programs 
B)  help managers make different and better decisions 
C)  compare the differences among operational departments (e.g., finance and marketing) 
D)  provide qualitative information about the functioning of the organization 
A)  measure the effectiveness of HR programs 
B)  help managers make different and better decisions 
C)  compare the differences among operational departments (e.g., finance and marketing) 
D)  provide qualitative information about the functioning of the organization

Question 13

What is the primary determinant of the success of a metrics and analytics project?

Accepted Answer

The success of any metrics and analytics

Question 14

Dashboards are an enriched component of reporting.

Accepted Answer

A) True 
 B)False

Question 15

Strategic realignment involves the set of activities most commonly known as ______.

Accepted Answer

A)  predictive analysis 
B)  benchmarking 
C)  Total Quality Management 
D)  human resource planning 
A)  predictive analysis 
B)  benchmarking 
C)  Total Quality Management 
D)  human resource planning

Question 16

One of the useful things to remember about HR metrics and analytics is "Don't Do Metrics." This advice means

Accepted Answer

A)  that organizations without an integrated computing infrastructure should not do metrics 
B)  not to focus on small, narrowly targeted metrics 
C)  developing HR metrics should be focused on increased organizational effectiveness 
D)  both push and pull communications should be used 
A)  that organizations without an integrated computing infrastructure should not do metrics 
B)  not to focus on small, narrowly targeted metrics 
C)  developing HR metrics should be focused on increased organizational effectiveness 
D)  both push and pull communications should be used

What is the difference between "push" and "pull" methods of communicating HR metrics and analytics?

What is the value of an HR dashboard?

______ allows users to maintain a current snapshot of key HR metrics.

"Big Data" refers to

Understanding what opportunities and problems managers face does not suggest relevant analyses that can support better decisions.

Trying to identifying what metrics should be reported without considering an organization's problems and opportunities misses the reasons for the metrics.

The Saratoga Institute/SHRM human resources metrics are

A method of creating useful comparisons is called ______.

Why is it important to put HR metrics and analytics in context?

The most important factor that has led to increased emphasis on HR metrics and analytics is

The balanced scorecard approach focuses on what will happen in the organization.

The primary purpose for the use of HR metrics and workforce analytics is to

What is the primary determinant of the success of a metrics and analytics project?

Dashboards are an enriched component of reporting.

Strategic realignment involves the set of activities most commonly known as ______.

One of the useful things to remember about HR metrics and analytics is "Don't Do Metrics." This advice means

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

Exam 14: HR Metrics and Workforce Analytics

What is the difference between "push" and "pull" methods of communicating HR metrics and analytics?

What is the value of an HR dashboard?

______ allows users to maintain a current snapshot of key HR metrics.

"Big Data" refers to

Understanding what opportunities and problems managers face does not suggest relevant analyses that can support better decisions.

Trying to identifying what metrics should be reported without considering an organization's problems and opportunities misses the reasons for the metrics.

The Saratoga Institute/SHRM human resources metrics are

A method of creating useful comparisons is called ______.

Why is it important to put HR metrics and analytics in context?

The most important factor that has led to increased emphasis on HR metrics and analytics is

The balanced scorecard approach focuses on what will happen in the organization.

The primary purpose for the use of HR metrics and workforce analytics is to

What is the primary determinant of the success of a metrics and analytics project?

Dashboards are an enriched component of reporting.

Strategic realignment involves the set of activities most commonly known as ______.

One of the useful things to remember about HR metrics and analytics is "Don't Do Metrics." This advice means

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