Deck 2: Workforce Analytics: The Financial Impact of HRM Activities

Question 1

Informational literature; instruction in a formal training program; and instruction by employee assignment are the three training costs associated with turnover.

Answer 1

True

Question 2

All activities associated with in-processing new employees is classified under training costs related to turnover.

Answer 2

False

Question 3

The letters in LAMP stand for logic,assessment,metrics,and potential.

Answer 3

False

Question 4

Application of the LAMP process creates a powerful tool for educating leaders outside of HR,and for embedding HR measures into mental frameworks that provide the basis for meaningful people related business decisions.

Question 5

A state bases unemployment tax rates on each company's turnover rate.Companies operating in this state will find that a lower turnover will lead a higher unemployment tax rate.

Question 6

If employees have employers who invest in training programs that promote job challenge and learning,autonomy,supervisor task support,a climate of respect and trust,work-life fit,and economic security then they should be highly engaged,satisfied with their jobs,and intend to stay.

Question 7

Talent is not a key constraint to growth in many organizations.

Question 8

From a business standpoint,absenteeism is any failure of an employee to report for or to remain at work as scheduled,regardless of reason.

Question 9

In retailing,there has not been a link demonstrated between employee behavior,customer behavior,and profits.

Question 10

Lost supervisory hours must be considered when determining the cost of absenteeism.

Question 11

The objective in costing human resources is not just to measure the relevant costs,but also to develop methods and programs to reduce the costs of human resources by managing the more controllable aspects of those costs.

Question 12

The real payoff from determining the cost of employee behaviors lies in being able to demonstrate a financial gain from the wise application of human resource management methods.

Question 13

Total pay is synonymous with the fixed costs,variable costs,or opportunity costs of employee time.

Question 14

At the level of the individual work unit,highly engaged employees cooperate with each other,they devote extra effort to innovation,but they don't adapt effectively to change.

Question 15

The most dominant cause of absenteeism in the United States is family-related issues.

Question 16

The purpose of the process component of the LAMP model is to make the insights gained as a result of costing employee absenteeism actionable.

Question 17

Attitudes are internal states that focus on particular aspects of or objects in the environment.

Question 18

The behavior-costing approach to employee attitude valuation is based on the assumption that measures and attitudes are indicators of subsequent employee behaviors.

Question 19

Winston is totally dissatisfied with his job as an accounts executive.Martha,his manager,need not worry about his performance because available evidence indicates that there is no correlation between job dissatisfaction and productivity.

Question 20

In business settings,it is hard to be convincing without data.

Question 21

Global competition and the rapidly changing financial environment are driving the need to innovate constantly and effectively.

Question 22

______ is the process of using data to influence key decision makers.

A) Logic
B) Analytics
C) Probability
D) Process

Question 23

The major cost associated with employee turnover is reduced productivity during the learning period of replacement.

Question 24

______ is also a core element of any change process.

A) Money
B) Education
C) Benefits
D) Measurability

Question 25

Rather than identifying workers' weaknesses and attempting to fix them,where the gains will be short-lived,the best managers focus on strengths.

Question 26

________ an emotional bond or linking of an individual to the organization that makes it difficult to leave.

A) Attitudes
B) Job Satisfaction
C) Organizational Commitment
D) Logic

Question 27

The time coworkers spend guiding a new employee does not need to be included when considering the fully loaded cost of turnover.

Question 28

The best managers identify the best talents available and then create appropriate positions for the talent.

Question 29

_____ transform(s)HR logic and measures into rigorous,relevant insights.

A) Process
B) Benchmarks
C) Analytics
D) ABC costing

Question 30

______ are internal states that focus on particular aspects of or objects in the environment.

A) Attitudes
B) Job Satisfaction
C) Organizational Commitment
D) Logic

Question 31

Having a rational talent strategy including competitive advantage and talent pivot points pertains to which component of the LAMP measurement system?

A) Logic
B) Process
C) Measures
D) Analytics

Question 32

The term Work-Life recognizes the fact that employees at every level in an organization face personal or family issues that can affect their performance on the job.

Question 33

_______ is a multidimensional attitude; it is made up of attitudes toward pay,promotions,coworkers,supervision,the work itself,and so on.

A) Attitudes
B) Job Satisfaction
C) Organizational Commitment
D) Logic

Question 34

The purpose of measuring turnover costs is to build a case to present to stockholders.

Question 35

The best managers establish very clear objectives and define the steps for their employees.

Question 36

Despite the popular perception of flexibility as a powerful business tool that can improve important human capital outcomes and boost operational performance,studies have shown that flexibility has to be essentially positioned as a "perk," employee-friendly benefit,or advocacy cause.

Question 37

The LAMP model includes all of the following EXCEPT:

A) logic.
B) analytics.
C) measures.
D) probability.

Question 38

The _____ component of the LAMP model begins with the assumption that employee turnover is not equally important everywhere.

A) probability
B) analytics
C) process
D) logic

Question 39

Information,design,and statistics pertain to which component of the LAMP model?

A) Probability
B) Analytics
C) Logic
D) Measures

Question 40

The ability to develop and share insights around the globe has become an increasingly important element of competitive advantage.

Question 41

What led SYSCO executives to pay attention to the human capital indices?

A) A correlation between work climate/employee engagement scores,productivity,retention,and pretax earnings.
B) A causation that higher sales lead to higher employee engagement.
C) The LAMP model.
D) The downturn in the economy.

Question 42

High performers who are difficult to replace represent _____ turnovers.

A) functional
B) voluntary
C) involuntary
D) dysfunctional

Question 43

Which of the following is NOT an element of attitudes?

A) Satisfaction
B) Cognition
C) Action
D) Emotion

Question 44

SYSCO developed a work climate/employee engagement survey built around the:

A) organizational goals
B) training and development
C) 5-STAR principles
D) organizational mission

Question 45

_____ is(are)the emotional engagement that people feel toward and organization.

A) Values
B) Employee engagement
C) Abilities
D) Concepts

Question 46

In the costing of employee turnover,the category of _____ costs includes the cost of the interviewer's time and the cost of the terminating employee's time.

A) training
B) separation
C) replacement
D) vacancy

Question 47

_______ is a good example where the employee is absent and is simply not available to perform his or her job; that absence will cost money.

A) Vacation
B) Holiday
C) Medically verified illness
D) Jury Duty

Question 48

What is the purpose of the process component of the LAMP model?

A) To make the insights gained as a result of costing employee absenteeism actionable.
B) To measure the effectiveness of the HR department.
C) To show how to assess the costs and benefits of people-related business activities.
D) To improve management decision-making.

Question 49

In the context of absenteeism,_____ refers to formulas and to comparisons to industry averages and adjustments for seasonality.

A) measures
B) analytics
C) logic
D) process

Question 50

The leading cause of absenteeism in the United States is:

A) entitlement mentality.
B) stress.
C) family-related issues.
D) personal illness.

Question 51

In retailing,there is a chain of cause and effect running from employee behavior to customer behavior to:

A) manager attitudes.
B) profits.
C) job satisfaction.
D) behavior costing.

Question 52

What is the numerator used in the formula used to calculate turnover over any period?

A) Average workforce size for the period
B) Number of turnover incidents per period
C) Previous period's turnover
D) Percentage of new employees

Question 53

What is the crucial issue in analyzing turnover?

A) The number of transfers within an organization.
B) The number of employees that leave the organization.
C) The performance and replaceability of employees who leave versus those who stay,and the criticality of their skills.
D) Determining the total cost of all turnovers and estimating the percentage of that amount that represents controllable turnover.

Question 54

The average employee in the United States has about _____ unscheduled absences per year.

A) 1.8
B) 3.2
C) 5.4
D) 10

Question 55

Any failure of an employee to report for or to remain at work as scheduled regardless of reason is:

A) protected under FMLA.
B) absenteeism.
C) turnover.
D) allowed in work-life programs.

Question 56

Engagement fuels which of the following:

A) identification with the success of the company.
B) discretionary efforts.
C) concern for quality.
D) all of the above.

Question 57

Effective Management practices drive:

A) Employee Satisfaction
B) Customer Satisfaction
C) Long-term Profitability
D) Long-term Growth

Question 58

_____ occurs when an employee leaves an organization permanently.

A) Transfer
B) Turnover
C) Temporary layoff
D) Downsizing

Question 59

Costs of employee absenteeism vary depending on the type of firm,the industry,and the:

A) distribution of corporate resources.
B) state unemployment tax rate.
C) established absenteeism baseline.
D) level of employee that is absent.

Question 60

Which of the following is NOT one of the broad categories of costs in the basic costing turnover model?

A) Benefit costs
B) Separation costs
C) Training costs
D) Replacement costs

Question 61

What is the purpose of measuring turnover costs?

A) To show how to measure the effectiveness of the HR department.
B) To realize the financial impact of human resource management activities.
C) To improve management decision-making.
D) To show how to assess the costs and benefits of people-related business activities.

Question 62

The three pronged strategy for obtaining buy in from managers on work-life programs includes:

A) Instruction in on-line benefits
B) Making decisions based on research,data,and evidence
C) Instruction by employee assignment
D) Staff meetings

Question 63

According to the text,the major cost associated with employee turnover is probably:

A) reduced productivity during the learning period.
B) the per-person costs associated with replacements for those who left.
C) the total cost of a formal orientation program.
D) reaching final hiring decisions.

Question 64

Which of the following is NOT a cost element associated with replacing employees?

A) Medical examinations
B) Communicating job availability
C) Informational literature
D) Travel and moving expenses

Question 65

What is the primary purpose of measuring turnover costs?

Question 66

What is a work-life program?

Question 67

What are three broad categories of costs in the basic turnover costing model?

Question 68

Activities associated with in-processing new employees pertain to which of the following replacement cost elements?

A) Travel and moving expenses
B) Communicating job availability
C) Pre-employment administrative functions
D) Postemployment acquisition and dissemination of information

Question 69

A work-life program span broad areas except:

A) Information services and HR policies
B) leave options
C) rigid working conditions
D) child and dependent care benefits

Question 70

Define employee attitudes and describe the elements that make up an individual's attitude.

Question 71

Nearly ____ percent of employees who are caregivers of an older relative also have children under the age of 18.

A) 60
B) 25
C) 75
D) 10

Question 72

The combined effect of all costs associated with turnover can easily cost _____ percent or more of the departing person's salary.

A) 25
B) 50
C) 80
D) 150

Question 73

Name at least two of the four elements in separation costs.

Question 74

Describe the concept of behavior costing.

Question 75

______ issues address the fact that employees at every organizational level face personal or family issues that can affect their performance on the job.

A) Pay and benefit
B) Work-Life
C) Training and development
D) Family-life

Question 76

Describe the benefits of employee engagement.

Question 77

Explain the four critical components of the LAMP model.

Question 78

Most organizations assume that they cannot:

A) quantify the value of collaboration
B) share knowledge
C) A & B
D) Neither A nor B

Question 79

The very best managers seem to share four key behaviors that help to trigger the 12 worker beliefs that underlie a profitable,productive workplace.Identify the four behaviors.

Question 80

Workforce analytics is a set of quantitative approaches that answer two simple questions.