HR Analytics Course Overview Quiz
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Questions and Answers

What is the primary focus of this HR Analytics course?

  • Mastering the use of complex data modeling techniques.
  • Developing highly specialized research methodologies.
  • Becoming an expert in advanced statistical analysis.
  • Learning how to make better decisions using HR data. (correct)

    • Which of the following represents a key goal of applying technology in HRM, according to the course overview?

  • Limiting the scope of HR responsibilities.
  • Restricting access to employee data for security.
  • Improving the efficiency and delivery of HR programs. (correct)
  • Reducing HR staff to minimize operational costs.

    • What technological resource is primarily used in this course for HR analytics?

  • Artificial intelligence and machine learning platforms.
  • Specialized HR database management systems.
  • Advanced statistical software packages like R or SPSS.
  • Fundamental tools like basic Excel and statistics. (correct)

    • Which of these is not mentioned as a learning outcome for this HR Analytics course?

    <p>Developing expertise in advanced statistical modelling. (C)</p> Signup and view all the answers

    What aspect of the employee life cycle is directly addressed by using workforce analytics, according to the course?

    <p>All stages from recruitment to separation. (C)</p> Signup and view all the answers

    What is the primary objective of the HR consulting team's project?

    <p>To identify and recommend improvements to a specific HR process. (D)</p> Signup and view all the answers

    Which of the following is NOT a core element of the final report's assessment criteria for the HR consulting project?

    <p>Assessing the current employee satisfaction levels. (C)</p> Signup and view all the answers

    Which of the following is a key behavioral factor assessed during the final presentation?

    <p>The presenter's verbal and non-verbal communication. (A)</p> Signup and view all the answers

    What is the primary purpose of the peer assessment component in this course?

    <p>To assess the dynamics within the consulting team. (A)</p> Signup and view all the answers

    According to the course information, what is the prerequisite for any student absence to be considered valid?

    <p>A leave of absence (LOA) application or medical certification and an email to the instructor. (D)</p> Signup and view all the answers

    What is the weightage of the individual report towards the final grade?

    <p>20% (D)</p> Signup and view all the answers

    When is the individual report due?

    <p>After recess in week 8 (D)</p> Signup and view all the answers

    What percentage of the participation grade is based on contributing to conversations?

    <p>40% (D)</p> Signup and view all the answers

    Which of the following is NOT a specific learning objective for the group report?

    <p>Develop individual presentation skills (B)</p> Signup and view all the answers

    What type of analytics should be used for the individual report?

    <p>Descriptive and prescriptive analytics (C)</p> Signup and view all the answers

    Which week has been scheduled as home based learning?

    <p>Week 3 (C)</p> Signup and view all the answers

    What is the weightage of the group project report in the final grade?

    <p>25% (A)</p> Signup and view all the answers

    What is the primary focus of the criteria for Assessment A2?

    <p>Contextualization to the company and use of analytics (A)</p> Signup and view all the answers

    According to the NTU Honor code, what three core principles are emphasized?

    <p>Truth, Trust, and Justice (B)</p> Signup and view all the answers

    In the historical evolution of HRM, what was a primary focus of the 'Social Issues Era' (1963-1980)?

    <p>Developing human resource departments and addressing social concerns. (A)</p> Signup and view all the answers

    Prior to World War II, what was a main task within the 'Personnel' function?

    <p>Routine book-keeping of employee records (A)</p> Signup and view all the answers

    Which of the following best represents the shift from traditional to transformational HR activities?

    <p>Moving from regular selection activities to adding strategic value to the company's product or service (D)</p> Signup and view all the answers

    What is a primary way that junior HR professionals, especially in analytics, bring value?

    <p>By providing insights related to technology that senior HR practitioners might lack. (C)</p> Signup and view all the answers

    How did the 'Cost Effectiveness Era' (1980s to early 1990s) influence the use of technology in HRM?

    <p>It created pressure to reduce HR costs, leading to cost effective technology use. (C)</p> Signup and view all the answers

    Which HR activity during the 'Social Issues Era' involved more data due to legal compliance?

    <p>Record-keeping specific to legislative compliance (C)</p> Signup and view all the answers

    What is expected of new HR hires regarding data analysis?

    <p>To analyze data and provide insights from the beginning of their employment. (B)</p> Signup and view all the answers

    What is a primary characteristic of SAP SuccessFactors as mentioned in the text?

    <p>A complex cloud based platform for enterprise (A)</p> Signup and view all the answers

    What is suggested as a more appropriate starting step for new HR hires than creating dashboards?

    <p>Analyzing historical trends and survey data to gain insights. (A)</p> Signup and view all the answers

    What should HR Graduates be familiar with according to the text?

    <p>The variety of available data and how to extract it from the HR organization. (A)</p> Signup and view all the answers

    In the evolution of HRM, when did the emphasis on strategic HRM significantly emerge?

    <p>In the 'Technological Advancement Era' (1990s to today) (B)</p> Signup and view all the answers

    What kind of proactive proposal is an HR grad expected to create, based on the text?

    <p>A proposal to use data to support their meetings and discussions. (B)</p> Signup and view all the answers

    Which of the following best describes BambooHR's software?

    <p>It is designed to be an advanced HRIS for small to medium-sized businesses, enabling data migration from spreadsheets. (C)</p> Signup and view all the answers

    What is a key distinction of Workday's HRIS platform?

    <p>It integrates user and administrative tools across financials, HR, planning, talent, payroll, and analytics. (C)</p> Signup and view all the answers

    Which researcher is recognized for their early work on HR metrics, particularly on how to measure HRM?

    <p>Jac Fitz-enz (A)</p> Signup and view all the answers

    What was a core contribution of Kaplan and Norton in the realm of HR analytics?

    <p>They refined the concept of the Balanced Score Card. (A)</p> Signup and view all the answers

    Which of the following most accurately reflects Huselid's contribution to HR analytics and management?

    <p>Work on high-performance work systems that demonstrated the impact of systematic HR management. (B)</p> Signup and view all the answers

    What did Becker, Huselid, and Ulrich contribute to the field of HR Management?

    <p>The development of the HR Score Card, focusing on aligning activities with business strategy. (D)</p> Signup and view all the answers

    According to the text what does a Head of HR expect from a fresh graduate involving data analytics?

    <p>To ask questions about the context and purpose behind data analysis. (B)</p> Signup and view all the answers

    What is it suggested that freshly joined grads should focus on, within the context of data analysis?

    <p>On making the data tell a story, and be audience appropriate. (B)</p> Signup and view all the answers

    Flashcards

    HR Analytics

    The application of data analysis to human resource management decisions.

    Employee Life Cycle

    The various stages an employee goes through in their tenure with a company.

    Workforce Analytics

    The use of data analysis to manage workforce performance and needs.

    AI in HR

    The integration of artificial intelligence to enhance human resource functions.

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    Descriptive and Prescriptive Analytics

    Descriptive analytics explains past data; prescriptive analytics recommends future actions.

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    Defining the Problem

    Identifying the core issue that needs resolution in HR processes.

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    Strategy Development

    Creating actionable solutions based on analytics to address the identified problem.

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    Implementation Feasibility

    Evaluating how realistic it is to implement the proposed solutions, considering stakeholders and risks.

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    Outcome Evaluation

    Assessing the results of implemented solutions against the initial objectives and planning future steps.

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    Peer Assessment Factors

    Criteria for evaluating team members, focusing on roles, communication, and contributions.

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    Academic Integrity

    Moral code of honesty in academic work.

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    NTU Honor Code

    Guidelines based on Truth, Trust, and Justice at NTU.

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    Generative AI

    AI that creates content or solutions using data.

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    Pre WW2 HRM

    Early focus on personnel management before World War II.

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    Post WW2 HRM

    Specialist divisions emerged in HR departments after the war.

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    Social Issues Era

    HR focused on social concerns from 1963 to 1980.

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    Cost-Effectiveness Era

    Focus on reducing HR costs through technology (1980s-1990s).

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    Transformational HR

    HR evolves into a strategic partner adding value to organizations.

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    Technology in HR

    The use of technological tools and systems in Human Resources management.

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    Analytics in Workforce Planning

    Analyzing data to optimize hiring and workforce allocation.

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    Individual Report

    An assessment where students analyze HR analytics to solve real-life issues.

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    Assessment Criteria (A2)

    The standards used to evaluate the individual report, focusing on problem definition, strategies, feasibility, and outcomes.

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    Participation Assessment

    Evaluation based on interest, preparation, and contribution in class.

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    Group Project

    A collaborative assignment that includes a report and presentation, focusing on problem-solving using analytics.

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    Quizzes (30%)

    Three assessments testing students on course content contributing to the overall grade.

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    Importance of New Hires

    New hires are expected to analyze data and provide insights quickly.

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    Data Utilization in HR

    HR graduates must learn how to access and use data for decision-making.

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    Analyzing Historical Trends

    Initial focus in HR analytics is on assessing past data for insights.

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    Focus Group Data Analysis

    Analyzing survey data from focus groups to draw actionable insights.

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    Proactive HR Approach

    HR professionals should take initiative in using data to support discussions.

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    BambooHR Software

    A user-friendly HR platform for small and medium businesses.

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    Workday HRIS

    An integrated HR system for businesses of all sizes providing various tools.

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    HR Metrics Origin

    Dr. Jac Fitz-enz's pioneering work in HR metrics began in 1984.

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    Balanced Scorecard

    A strategy management tool refined by Kaplan and Norton in 1996.

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    High Performance Work Systems

    Huselid's research shows systematic HR management boosts effectiveness.

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    HR Scorecard

    A framework by Becker, Huselid & Ulrich to align HR with business strategy.

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    Contextual Data Analysis

    The practice of understanding the purpose and audience of data analysis.

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    Diversity Metrics

    Data on generational or gender diversity within organizations.

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    Study Notes

    HR Analytics Course Overview

    • The course is titled "HR Analytics" and is for students in BH3602/BH3606.
    • The instructor is Dr. Naina Gupta.
    • The course aims to apply technology in HRM, improve delivery of HR programs/processes, provide faster access to HR data for all employee life cycle segments, and enable better HR, partner and organizational decisions.
    • The learning outcomes include explaining the benefits of technology in HRM, explaining the positive use of workforce analytics, generating descriptive and prescriptive HR analytics, collaborating in team environments for business presentations, sharing and exchanging knowledge with peers.
    • Course content includes the history of technology in HR, data analytic process types, analytics for different stages of the employee life cycle, and the role of AI in HR.
    • The focus is on making better decisions, and not becoming an expert in analytics.
    • Basic Excel and statistics will be utilized, and further statistical exploration is available through a separate Research Methods course.
    • The schedule for the course is outlined on NTULearn, with specific weeks assigned for different topics, like technology in HR, data analytics process, and analytics in workforce planning.
    • In Week 3, learning will be asynchronous, with class readings and individual work due on Mondays.
    • Assessments include participation, individual reports, a group project, and quizzes.

    Course Assessments & Rubrics

    • Participation (15%): Demonstrate interest in class, engagement in discussions, and active listening to peers and the instructor.
    • Individual Report (20%): Select an HR process, and analyze data for insights, suggesting solutions and implementation plans.
    • Group Project (45%): Review and provide recommendations for improvement on an organizational HR process. This involves report writing and presentation skills.
      • Report (25%): Summarizes analysis and recommended improvements using slides.
      • Presentation (10%): Communicate findings and recommendations clearly and effectively to the organization.
    • Quizzes (30%): Assess understanding of course material.

    Assessment Criteria Details

    • Individual Report (A2):
      • Define the problem.
      • Develop problem-solving strategies using analytics.
      • Assess solution implementation feasibility, considering stakeholder concerns, risks, and monitoring.
      • Evaluate outcomes, comparing results with initial plans and considering future needs.
    • Group Report (A2):
      • Define the problem.
      • Develop problem-solving strategies using analytics.
      • Assess solution implementation feasibility, considering stakeholder concerns, risks, and monitoring.
      • Evaluate outcomes, comparing results with initial plans and considering future needs.
    • Presentation (A3):
      • Maintain uniform message delivery throughout the presentation.
      • Demonstrate effective verbal skills (volume, pace, grammar, and pronunciation).
      • Employ confident, appropriate non-verbal cues (facial expressions and rapport-building).
    • Peer Assessment (A4):
      • Evaluate team members' roles, communication, conflict resolution, contributions, and overall relationship.

    Course Policies

    • Absenteeism: Valid reasons, such as medical issues supported by certification or participation in authorized NTU activities, may justify absences. Students must notify instructors before class if they anticipate an absence.
    • Academic Integrity: Adhere to NTU's Honor Code, promoting truth, trust, and justice in academic work. Avoid using generative AI to generate work that is not your own.

    Readings

    • The course uses readings from Evans (2014), Diez, Bussin, and Lee (2019), and supplementary material accessible via the library.
    • Reference to specific pages or chapters might be available in the course materials. Check on NTULearn for the most up-to-date list of reserved readings.

    Additional Information

    • The course's aim is to use analytics to aid decision making for improving human resource management and employee satisfaction, and to avoid simply doing "analytics" without clear organizational purpose.
    • The course content touches on the history of human resources and technology in the field, plus relevant aspects of data analysis and creating actionable plans.
    • Various examples, such as cases studies and presentations are included.

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    Week 1 Slides Instructor Copy HR Analytics PDF

    Description

    Test your knowledge of key concepts from the HR Analytics course. This quiz covers important aspects such as technology's role in HRM, learning outcomes, and assessment criteria. Challenge yourself to see how well you understand the course material!

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