HR Metrics and Workforce Analytics MCQs
HR Metrics and Workforce Analytics MCQs
Our team has conducted extensive research to compile a set of HR Metrics and Workforce Analytics MCQs. We encourage you to test your HR Metrics and Workforce Analytics knowledge by answering these 20 multiple-choice questions provided below.
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1: Administrative process efficiency is the type of HR efficiency that refers to the capacity to conduct existing HRM processes accurately and on time while minimizing costs.
A. True
B. False
2: Balanced scorecard measuring strategic organizational performance that gives managers a chance to look at their company from the perspectives of stakeholders.
A. True
B. False
3: A process used in management, and particularly in human resource management is known as _____ .
A. Benchmarking
B. Balanced scorecard
C. Dashboards
D. None of these
4: A collection of very large and complex data, created by transaction processing systems is known as ______ .
A. Big data
B. Systematic data
C. Dynamic data
D. Both a & c
5: Which type of interface for reporting HR data that uses a visual, or graphical, representation of key HR data for view by managers ?
A. Data mining
B. HR metrics
C. Dashboards
D. Both a & b
6: The sophisticated statistical analysis of large datasets to identify recurring relationships and patterns is known as _____ .
A. Data mining
B. HR metrics
C. Dashboards
D. Both a & b
7: HR metrics used to _______ the functioning of HR programs and as benchmarks for the total HRM department.
A. Improve
B. Process
C. Evaluate
D. None of these
8: HR process efficiency analytics focus on how efficiently HR functionality is being delivered; may support metrics such as cost per hire, days to fill positions .
A. True
B. False
9: Machine learning allows systems to learn and improve from experience.
A. True
B. False
10: Which of the operational practices are of high quality and are designed around best practices ?
A. Operational experiments
B. Predictive analysis
C. Operational effectiveness
D. None of these
11: Operational experiments is one of the most effective methods for developing the evidence on which to base managerial decisions.
A. True
B. False
12: Predictive analysis is a form of data analysis in which _______ data are analyzed to make predictions about the future.
A. Current
B. Historical
C. Both a & b
D. None of these
13: Pull systems is a procedure of _______ available to managers so that they can access any of it at a point in time when it will be most useful for their decision making.
A. Making data
B. Making information
C. Both a & b
D. None of these
14: Push systems is a push communications channels, such as e-mail, actively push information and analyses to the attention of managers
A. True
B. False
15: A set of decisions made about what metrics to report, how to report them, and to whom they should be reported is known as _______ .
A. Push systems
B. Reporting metrics
C. Both a & b
D. None of these
16: Strategic realignment is the realignment of HR practices so that they are in alignment with overall corporate strategic goals.
A. True
B. False
17: ________ is the different forms of data collected by the organization and stored in the data warehouse.
A. Velocity
B. Volume
C. Veracity
D. None of these
18: Velocity is the speed at which an organization captures data and stores it in the data warehouse.
A. True
B. False
19: Quality of the data collected by the organization and included in a data warehouse is known as ______ .
A. Velocity
B. Volume
C. Veracity
D. None of these
20: The amount of data that organizations collect and include in a data warehouse is known as ______ .
A. Velocity
B. Volume
C. Veracity
D. None of these
21: Workforce analytics is a strategy for combining data elements into metrics and for examining relationships or changes in HR metrics.
A. True
B. False
22: Which technique that attempts to understand how an organization’s human capital needs would change as a function of some expected change.
A. Workforce modeling
B. Workforce analytics
C. Strategic realignment
D. None of these
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HR Metrics and Workforce Analytics MCQs
