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HR Metrics and Workforce Analytics MCQ

1. Which technique that attempts to understand how an organization’s human capital needs would change as a function of some expected change.

Workforce modeling

Workforce analytics

Strategic realignment

None of these

Answer

Correct Answer: Workforce modeling

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2. Workforce analytics is a strategy for combining data elements into metrics and for examining relationships or changes in HR metrics.

True

False

Answer

Correct Answer: True

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3. The amount of data that organizations collect and include in a data warehouse is known as ______ .

Velocity

Volume

Veracity

None of these

Answer

Correct Answer: Volume

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4. Quality of the data collected by the organization and included in a data warehouse is known as ______ .

Velocity

Volume

Veracity

None of these

Answer

Correct Answer: Veracity

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5. Velocity is the speed at which an organization captures data and stores it in the data warehouse.

True

False

Answer

Correct Answer: True

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6. ________ is the different forms of data collected by the organization and stored in the data warehouse.

Velocity

Volume

Veracity

None of these

Answer

Correct Answer: Veracity

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7. Strategic realignment is the realignment of HR practices so that they are in alignment with overall corporate strategic goals.

True

False

Answer

Correct Answer: True

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8. A set of decisions made about what metrics to report, how to report them, and to whom they should be reported is known as _______ .

Push systems

Reporting metrics

Both a & b

None of these

Answer

Correct Answer: Reporting metrics

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9. Push systems is a push communications channels, such as e-mail, actively push information and analyses to the attention of managers

True

False

Answer

Correct Answer: True

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10. 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.

Making data

Making information

Both a & b

None of these

Answer

Correct Answer: Making information

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11. Predictive analysis is a form of data analysis in which _______ data are analyzed to make predictions about the future.

Current

Historical

Both a & b

None of these

Answer

Correct Answer: Both a & b

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12. Operational experiments is one of the most effective methods for developing the evidence on which to base managerial decisions.

True

False

Answer

Correct Answer: True

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13. Which of the operational practices are of high quality and are designed around best practices ?

Operational experiments

Predictive analysis

Operational effectiveness

None of these

Answer

Correct Answer: Operational effectiveness

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14. Machine learning allows systems to learn and improve from experience.

True

False

Answer

Correct Answer: True

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15. 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 .

True

False

Answer

Correct Answer: True

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16. HR metrics used to _______ the functioning of HR programs and as benchmarks for the total HRM department.

Improve

Process

Evaluate

None of these

Answer

Correct Answer: Evaluate

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17. The sophisticated statistical analysis of large datasets to identify recurring relationships and patterns is known as _____ .

Data mining

HR metrics

Dashboards

Both a & b

Answer

Correct Answer: Data mining

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18. Which type of interface for reporting HR data that uses a visual, or graphical, representation of key HR data for view by managers ?

Data mining

HR metrics

Dashboards

Both a & b

Answer

Correct Answer: Dashboards

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19. A collection of very large and complex data, created by transaction processing systems is known as ______ .

Big data

Systematic data

Dynamic data

Both a & c

Answer

Correct Answer: Big data

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20. A process used in management, and particularly in human resource management is known as _____ .

Benchmarking

Balanced scorecard

Dashboards

None of these

Answer

Correct Answer: Benchmarking

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21. Balanced scorecard measuring strategic organizational performance that gives managers a chance to look at their company from the perspectives of stakeholders.

True

False

Answer

Correct Answer: True

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22. 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.

True

False

Answer

Correct Answer: True

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Human Resource Information Systems MCQs | Topic-wise

MCQ on Basic Human Resource Information Systems	MCQ on Evolution of HRM and HRIS
MCQ on Future of HRIS	MCQ on HR Administration and HRIS
MCQ on HR Metrics and Workforce Analytics	MCQ on HRIS Privacy and Security
MCQ on HRIS and International HRM	MCQ on Justifying HRIS Investments
MCQ on Management and System Implementation	MCQ on Recruitment and Selection in an Internet Context
MCQ on Rewarding Employees and HRIS	MCQ on Role of Social Media in HRIS
MCQ on Strategic Considerations in HRIS	MCQ on System Design and Acquisition
MCQ on Systems Considerations and the Design of HRIS	MCQ on Systems Development and HRIS
MCQ on Talent Management and HR Planning	MCQ on Training and Development in HRIS
General Human Resource Information Systems MCQs