Deck 6: HR Metrics Analystics

Question 1

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

Answer 1

B

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.

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

Answer 2

A

Question 3

___________ 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.

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

Answer 3

C

Question 4

A key aim of HR analytics is to …

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 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'?

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

Question 6

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

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

Question 7

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'?

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

Question 8

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

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

Question 9

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 _______________.

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

Question 10

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

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

Question 11

Metrics refer to

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

Question 12

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

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

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.

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

Question 14

A key aim of HR analytics is to ___________

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 15

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

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

Question 16

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

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

Question 17

Increasing use of metrics and analytics is in line with

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

Question 18

The field of HR analytics is

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

Question 19

Metrics refer to

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

Question 20

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

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

Question 21

__________ 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.

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

Question 22

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

Question 23

A key aim of HR analytics is to ___________

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 24

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

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

Question 25

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

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

Question 26

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

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

Question 27

Increasing use of metrics and analytics is in line with

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

Question 28

The field of HR analytics is

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

Question 29

What is Predictive HR analytics?

Question 30

What is Workforce Planning?

Question 31

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

Question 32

What is the relationship between HR analytics and HR Metrics?

Question 33

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