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