Course: HRM: Metrics and Measurement of Human Resource Management

QUESTION:

What has the Army done to help soldiers overcome obesity? Compare the physical fitness requirements to that of the FBI. What are some similarities and differences in the physical fitness tests? How does the FBI ensure employees maintain a healthy lifestyle?

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QUESTIONS:

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