Decision-Making, and HR Analytics in Human Resource management MCQ
Predictive analytics focuses on what is likely to happen in the ______ on available data
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Future based
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The tendency for managers to rely on intuition can create a challenge for those who advocate implementation of ______.
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an HR analytics function
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______ teams are interdisciplinary teams that advise and support HR decisions and strategy.
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HR analytics
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Adopting ______ involves analyzing the way the various aspects of HR align.
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a systems perspective
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The first three steps of ______ consist of identifying the problem, doing background research, and testing hypothesis via experimentation.
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the scientific process
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Which type of analytics focuses on what should be done based on what is known?
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prescriptive
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Which type of analytics focuses on the past?
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descriptive
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______ provides evidence supporting the links among HR systems, policies, and practices, and employee, operational, stakeholder, and financial outcomes.
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HR analytics
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The ______ approach was the first to advocate using nonfinancial indicators when defining an organization’s success.
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balanced scorecard
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According to ______, strategic HRM plays the role of administrative expert, employee advocate, change agent, and business partner.
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Ulrich’s model
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The term human resource management reflects the evolution of the HR function from transactional and administrative to ______.
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transformational activities that help the organization achieve strategic organizational objectives
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______ incorporates principles from other areas such as industrial relations, economics, and organizational theory.
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Strategic HRM
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How can strategic HRM assist an organization in the achievement of its business strategy and objectives?
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by deploying its human resource capabilities
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Strategic HRM is the process of aligning HR policies and practices with the strategic objectives of the organization to ______.
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attain and sustain a competitive advantage
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Associating strategy with data analytics to ______ improves the likelihood to achieve the strategic objectives and sustain a competitive advantage.
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make data-driven decisions
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A business strategy reflects the way an organization ______ to attain the planned objectives successfully in both the short and long term.
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coordinates activities
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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
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Vision
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Values give us Parameters and guidelines for ________ that help an organization realize its vision
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decision making
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______ is an analysis of the internal strengths and weaknesses of an organization and the external opportunities and threats to that organization
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SWOT analysis
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A general approach for how an organization will bring its mission, vision, and values to life this statement correct for
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Strategy type
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Strategy implementation is the enactment of a strategic plan
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True
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Strategy is a well-devised and thoughtful plan for ______
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achieving an objective
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Which of the process of aligning HR policies and practices with the objectives of the organization ?
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Strategic human resource management
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________ is the amount of variation of a group of numeric values around their mean
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Standard deviation
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_______ is a number of different groups that an organization must appeal to, including customers and investors
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Stakeholders
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Qualitative data is a Non-Numeric information that includes _______ , such as interview transcripts
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Text or narrative data
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_______ focuses on what actions should be taken based on what is likely to happen in the future
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Prescriptive analytics
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Organizational performance to which employee learning and growth
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True
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A core need that an organization strives to fulfill and thus represents the organization’s overarching purpose is known as
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Mission
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Measures is a tool used to assess the level(s) of a theoretical concept, such as a survey used to assess employee engagement.
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True
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The average of a group of numeric values is known as
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Mean
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Structured data that are gathered in small volumes, usually for a previously planned purpose is known as
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Little data
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Human resource analytics purpose of improving decision making, achieving strategic objectives, and sustaining a competitive advantage
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True
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The knowledge, skills, and abilities that people embody across an organization is known as
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Human capital
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efine High-performance work practices
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Bundles of HR universal best practices, such as promoting within the organization and offering training
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Descriptive analytics focuses on understanding what has already happened, which implies a ________
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focus on the past
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_________ that are made based on the analysis and interpretation of relevant, accurate, and timely data
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Data-driven decisions
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Data visualization give us Pictorial and graphic representations of quantitative or qualitative data
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True
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A variable that consists of a continuum of numerically ordered values is known as
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Continuous variable
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Concept is a theoretical phenomenon or construct
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True
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_______ is a variable that consists of multiple levels, without any particular order or inherent numeric values
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Categorical variable
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which data described in terms of volume, variety, velocity, and veracity
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All of these
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Balanced scorecard is the evaluation of organizational performance based on the extent to which the organization satisfies different stakeholder needs
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True
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Ability-motivation-opportunity model is a model that proposes a system of HR practices that influences ______
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employee outcomes
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