Decision-Making, and HR Analytics in Human Resource management MCQs
Decision-Making, and HR Analytics in Human Resource management MCQs
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1: Ability-motivation-opportunity model is a model that proposes a system of HR practices that influences ______
A. employee income
B. employee Salary
C. employee outcomes
D. None of these
2: Balanced scorecard is the evaluation of organizational performance based on the extent to which the organization satisfies different stakeholder needs
A. True
B. False
3: which data described in terms of volume, variety, velocity, and veracity
A. Information data
B. Structured Data.
C. Big data
D. Semi-Structured Data.
E. All of these
4: _______ is a variable that consists of multiple levels, without any particular order or inherent numeric values
A. Categorical variable
B. Continuous variable
C. Concept variable
D. None of these
5: Concept is a theoretical phenomenon or construct
A. True
B. False
6: A variable that consists of a continuum of numerically ordered values is known as
A. Categorical variable
B. Continuous variable
C. Concept variable
D. None of these
7: Data visualization give us Pictorial and graphic representations of quantitative or qualitative data
A. True
B. False
8: _________ that are made based on the analysis and interpretation of relevant, accurate, and timely data
A. Categorical variable
B. Data-driven decisions
C. Concept variable
D. Descriptive analytics
9: Descriptive analytics focuses on understanding what has already happened, which implies a ________
A. focus on the present
B. focus on the future
C. focus on the past
D. None of these
10: efine High-performance work practices
A. The knowledge, skills, and abilities that people embody across an organization
B. Bundles of HR universal best practices, such as promoting within the organization and offering training
C. Structured data that are gathered in small volumes, usually for a previously planned purpose
D. All incorrect
11: The knowledge, skills, and abilities that people embody across an organization is known as
A. Human capital
B. Human resource analytics
C. Little data
D. All of these
12: Human resource analytics purpose of improving decision making, achieving strategic objectives, and sustaining a competitive advantage
A. True
B. False
13: Structured data that are gathered in small volumes, usually for a previously planned purpose is known as
A. Little data
B. Big data
C. Both a & b
D. None of these
14: The average of a group of numeric values is known as
A. Measures
B. Mean
C. Mission
D. None of these
15: Measures is a tool used to assess the level(s) of a theoretical concept, such as a survey used to assess employee engagement.
A. True
B. False
16: A core need that an organization strives to fulfill and thus represents the organization’s overarching purpose is known as
A. Measures
B. Mean
C. Mission
D. None of these
17: Organizational performance to which employee learning and growth
A. True
B. False
18: _______ focuses on what actions should be taken based on what is likely to happen in the future
A. Prescriptive analytics
B. Predictive analytics
C. Qualitative data
D. None of these
19: Qualitative data is a Non-Numeric information that includes _______ , such as interview transcripts
A. Picture or narrative data
B. Video or narrative data
C. Text or narrative data
D. All of these
20: _______ is a number of different groups that an organization must appeal to, including customers and investors
A. Scientific process
B. Resource-based view
C. Standard deviation
D. Stakeholders
21: ________ is the amount of variation of a group of numeric values around their mean
A. Scientific process
B. Resource-based view
C. Standard deviation
D. Stakeholders
22: Which of the process of aligning HR policies and practices with the objectives of the organization ?
A. Strategic human resource management
B. Strategy formulation
C. Strategy implementation
D. Strategy implementation
23: Strategy is a well-devised and thoughtful plan for ______
A. achieving an amount
B. achieving an income
C. achieving an objective
D. None of these
24: Strategy implementation is the enactment of a strategic plan
A. True
B. False
25: A general approach for how an organization will bring its mission, vision, and values to life this statement correct for
A. strategic human resource management
B. Strategy type
C. Strategy implementation
D. Strategy implementation
26: ______ is an analysis of the internal strengths and weaknesses of an organization and the external opportunities and threats to that organization
A. SWOT analysis
B. Descriptive Analysis.
C. Exploratory Analysis.
D. Inferential Analysis.
27: Values give us Parameters and guidelines for ________ that help an organization realize its vision
A. Hiring employ
B. Dismiss employ
C. decision making
D. None of these
28: An extension of an organization’s mission that describes what the organization will look like or be at some point in the future is known as
A. Vision
B. Anonymous data
C. Blockchain
D. Confidential data
29: A business strategy reflects the way an organization ______ to attain the planned objectives successfully in both the short and long term.
A. evaluates potential
B. develops services
C. coordinates activities
D. analyzes functions
30: Associating strategy with data analytics to ______ improves the likelihood to achieve the strategic objectives and sustain a competitive advantage.
A. identify objectives
B. make data-driven decisions
C. ascertain services
D. isolate actions
31: Strategic HRM is the process of aligning HR policies and practices with the strategic objectives of the organization to ______.
A. establish strategic alliances
B. attain and sustain a competitive advantage
C. conduct organization development
D. develop joint ventures
32: How can strategic HRM assist an organization in the achievement of its business strategy and objectives?
A. by implementing evidence-based management
B. by engaging in joint ventures
C. by deploying its human resource capabilities
D. by employing independent contractors
33: ______ incorporates principles from other areas such as industrial relations, economics, and organizational theory.
A. A systems perspective
B. Participative leadership
C. SWOT analysis
D. Strategic HRM
34: The term human resource management reflects the evolution of the HR function from transactional and administrative to ______.
A. data-driven, evidence-based strategic planning
B. mergers, acquisitions, reorganizations, and restructurings
C. transformational activities that help the organization achieve strategic organizational objectives
D. assuming a role as not only change agents but also as business partners
35: According to ______, strategic HRM plays the role of administrative expert, employee advocate, change agent, and business partner.
A. Ulrich’s model
B. the data visualization model
C. the Big Data model
D. the ability-motivation-opportunity model
36: The ______ approach was the first to advocate using nonfinancial indicators when defining an organization’s success.
A. resource-based
B. data-based decision
C. balanced scorecard
D. big data
37: ______ provides evidence supporting the links among HR systems, policies, and practices, and employee, operational, stakeholder, and financial outcomes.
A. Timeflex management
B. SWOT analysis
C. Evidence-based management
D. HR analytics
38: Which type of analytics focuses on the past?
A. descriptive
B. predictive
C. prescriptive
D. hierarchical
39: Which type of analytics focuses on what should be done based on what is known?
A. descriptive
B. predictive
C. prescriptive
D. hierarchical
40: The first three steps of ______ consist of identifying the problem, doing background research, and testing hypothesis via experimentation.
A. the scientific process
B. strategy formulation
C. data driven decision-making
D. the data collection process
41: Adopting ______ involves analyzing the way the various aspects of HR align.
A. the ability-motivation-opportunity model
B. data-driven decision making
C. a resource-based view
D. a systems perspective
42: ______ teams are interdisciplinary teams that advise and support HR decisions and strategy.
A. High-performance work practices
B. HR analytics
C. Strategy formulation
D. Strategic HRM
43: The tendency for managers to rely on intuition can create a challenge for those who advocate implementation of ______.
A. an HR analytics function
B. a systems perspective
C. a balanced scorecard approach
D. high-performance work practices
44: Predictive analytics focuses on what is likely to happen in the ______ on available data
A. Present based
B. Continue based
C. Future based
D. None of these
Decision-Making, and HR Analytics in Human Resource management MCQs
