Course: HRM 6010: Metrics and Measurement of Human Resource Management

Question 1 (3.75 points)

____________________ developed a formula that predicts the probability of an employee leaving the company.

Question 1 options:

	Microsoft
	Google
	Apple
	IBM

Question 2 (3.75 points)

There is a logical distinction that a company can use to assess if the turnover is functional or dysfunctional.

Question 2 options:

	True
	False

Question 3 (3.75 points)

Companies can divide talent pools into segments that are pivotal versus nonpivotal. Pivotal talent pools are those where a small change makes a big difference to strategy and to value.

Question 3 options:

	True
	False

Question 4 (3.75 points)

Turnover rates in pivotal talent pools have no effect on an organization.

Question 4 options:

	True
	False

Question 5 (3.75 points)

_________________is used in market research.

Question 5 options:

	Return on investment analysis
	Budget analysis
	Utility analysis
	Conjoint analysis

Question 6 (3.75 points)

An HR professional will interchange _______________with utility analysis when meeting with decision makers.

Question 6 options:

	costing analysis
	supply chain analysis
	benefits analysis
	the Cascio-Ramos estimate of performance in dollars (CREPID)

Question 7 (3.75 points)

The following utility models can be applied to staffing or employee selection decisions: Taylor and Russell; Naylor and Shine; and Brogden, Cronbach, and Gleser.

Question 7 options:

	True
	False

Question 8 (3.75 points)

The Taylor-Russell model calculates the number of candidates expected to be successful on the job.

Question 8 options:

	True
	False

Question 9 (3.75 points)

HR professionals are under extreme pressure to show the monetary value of investing in human capital.

Question 9 options:

	True
	False

Question 10 (3.75 points)

The value of a staffing system is the quality of employees who are hired, retained, and promoted.

Question 10 options:

	True
	False

Question 11 (3.75 points)

When an organization fails to establish a work-life balance program, stressed employees are most likely to seek other employment opportunities.

Question 11 options:

	True
	False

Question 12 (3.75 points)

Which of the following work-life balance programs can an HR professional implement?

Question 12 options:

	Telecommuting
	Flex hours
	Leave options
	All of the above

Question 13 (3.75 points)

Analytics and measurements cannot be used to assess the outcome of work-life balance programs.

Question 13 options:

	True
	False

Question 14 (3.75 points)

Healthcare organizations can assist companies in developing wellness programs and wellness coaching programs for their employees.

Question 14 options:

	True
	False

Question 15 (3.75 points)

The lack of childcare options is one key factor in employee absenteeism.

Question 15 options:

	True
	False

Question 16 (3.75 points)

The idea of science-based HR management requires the creation of management systems that encourage managers to think more critically and logically about decisions.

Question 16 options:

	True
	False

Question 17 (3.75 points)

There are no hidden costs for employee absenteeism.

Question 17 options:

	True
	False

Question 18 (3.75 points)

Low employee morale and unplanned absences have minimal impact on an organization's bottom line.

Question 18 options:

	True
	False

Question 19 (3.75 points)

An HR professional can assess employee absences through direct costs and indirect costs.

Question 19 options:

	True
	False

Question 20 (3.75 points)

When an organization is required to use temporary workers to replace full-time workers due to absenteeism, this could be a key cost.

Question 20 options:

	True
	False