Module 1:

1) Discuss the major Oxygen Behaviours of Google’s best managers which are recommended for similar
businesses.

2) Design a HR Dashboard for a specialty restaurant service with 50-60 employees.

3) Discuss briefly crises in human capital measuring systems.

4) Discuss briefly application of analytical techniques to evaluate Human capital impact on business.

Module 2:

1) Elaborate VUCA Environment & Hucametric.

2) List at-least ten HR metrics that are a priority for business.

3) Explain characteristics of good KPI.

4) Outline ways by which KPIs are deployed to transform strategic goals to HR metrics.

Module 3:

1) Discuss data sources on which HR tools are developed.

2) Detail challenges of HR Analytics with case examples of Organizations who have successfully
overcome the same.

3) Debate on pros and cons of HR analytics reports.

4) Elaborate on operational issues of implementing HR Analytics and resolving measures.

Module 4:

1) Detail Kaplan & Norton’s ‘Strategy Map’ to represent the firm’s value chain.

2) Discuss how ROI is used as a HR Inventory control.

3) Elaborate ‘Balance Score Card’. Highlight advantages.

4) Contemplate arguments on why employees across designations stay or move on based on research
insights.

Module 5:

1) Brief on appropriate strategies for reporting Organisational effectiveness using HR analytics.

2) Discuss in detail ‘Workforce Analytics Maturity Model’.

3) Compare transactional and transformational data sources for Business Optimization.

4) Elaborate on Data Visualization Techniques.

Objectives

1) ________ analytics reveals the relationships and current and historical data patterns.
a. Prescriptive
b. Predictive
c. Descriptive
d. Cumulative

2) ________ is used to analyze complex data to predict outcomes, provide decision

options, and show alternative business impacts.
a. Predictive modeling
b. Prescriptive Analytics
c. Prescriptive modeling
d. Predictive Analytics

3) In Analytics paths, how many levels of analysis is exercised?

a. One
b. Two
c. Three
d. Four

4) Arrange value levels in order.

a. Organize, Display, Relate, Model, Evaluate

b. Evaluate, Organize, Model, Relate, Display
c. Evaluate, Organize, Model, Display, Relate
d. Organize, Model, Relate, Display, Evaluate

5) Choose the right option.

(A) ‘Drivers of Capital Interactions include both internal external forces’;
(B) ‘Organizational Capital responses are tri-relational’
a. Both A&B are true
b. Both A&B are false
c. A is true but B is false
d. A is false but B is true

6) Choose the option prescriptive in nature.

a. Design predictive experiment and apply statistical methodology

b. Analyze impactful internal and external forces.
c. Collect data and categorize on Dashboards
d. Use Dashboard reports and arrive at opportunities.
7) ‘Leadership, Brand, Culture’ associate to ___________.
a. External factors
 b. Structural Factors
c. Relational Factors
d. Internal Factors

8) ____________ are the intangibles around HR and Human Capital.

a. Loyalty
b. Engagement
c. Readiness
d. All the above

9) VBC acronyms to.

a. Vision Balance Coefficient
b. Vision Brand Culture
c. Vision Balance Cost
d. Vision Brand Cost

10)What describes best in applying analytics to value path-‘Solve a problem’?

a. Learn staffing skills requirement
b. Get support from C-level team
c. Add value and credibility to existing operations
d. Design a culture

11) Project Oxygen is associated to__________

a. UNO
b. Google
c. Facebook
d. Environment Protection Act

12) Which is the Oxygen Behavior?

a. Good Coach
b. Create team inclusiveness
c. Clear Vision
d. All the above

13)In selecting a consultant for predictive analytics project________ levels of competence

is considered.
a. Two
b. Three
c. Four
d. Five

14)_______________ are true consultants who are up to date with the state of the art of
predictive analytics.
a. Unconscious incompetent
b. Conscious incompetent
 c. Conscious competent
d. Unconscious competent

15)Pick the odd one out as per The Hackett Group’s study.
a. Strategic workforce planning
b. Staffing services
c. Overall organizational effectiveness
d. None of these

16)According to ‘Logic Model’, identify the right sequence.

a. Inputs, Activities, Output

b. Inputs, Activities, Outcomes
c. Inputs, Activities, Outcomes
d. Inputs, Activities, Results

17)Choose the right Capital Analytics application

(A) Identifying which units or individuals need attention;
(B) Forecasting profit per employee rather workforce levels
a. Both A&B are true
b. Both A&B are false
c. A is true but B is false
d. A is false but B is true

18)_____________ are ingredients for maximum analytic value.

a. 40% Data, 10% Story telling, 25% Analysis, etc.

b. 30% Data, 20% Story telling, 15% Analysis, etc.
c. 25% Data, 25% Story telling, 15% Analysis, etc.
d. 30% Data, 20% Story telling, 45% Analysis, etc.

19)BSC is designed by________.

a. Jac Fitz-Enz
b. Daniel Goleman
c. Kaplan & Norton
d. Kenneth Blanchard

20)Identify the correct statement

a. Goals to objectives to strategies
b. KPIs to goals to objectives to strategies
c. Objectives to KPIs to goals to strategies
d. All of the these

21)____________stated that ‘All KPIs should impact a business decision in some time scale,
depending on the window of time available’.
a. Kaplan and Norton
 b. Griffin
c. Skibniewski and Ghosh
d. Carl Schleyer
22)KPI is measured by dividing the number of senior functions that were filled through
internal promotion by the total number of senior positions filled.
a. Employee innovation index
b. Internal promotion rate
c. Absence rate
d. Absence cost
23) NPS acts as which KPI?
a. Net Promoter Score
b. Net Productivity Standard
c. Net Promoter Standard
d. Net Productivity Score

24)Quality of hire indicates ________.

a. A metric that takes the cost of the workforce and divides it by the total cost faced
by the organization
b. Attitude or engagement surveys
c. How effective HR is in recruiting and selecting candidates
d. Dissatisfaction of new change introduced

25)________ is measured through employee attitude and engagement surveys.

a. Benefits satisfaction
b. Employee productivity rate
c. Employee satisfaction index
d. Employee engagement index

26)Return of investment methodology investigated by__________.

a. Fitz-Enz
b. Tsui
c. Flamholtz
d. Kaplan

27)In BSC, Operational objectives are transfer into ______ perspectives

a. Two
b. Three
c. Four
d. Five

28)______________ are characteristics of good KPI.

a. Simple, Logical, Efficient

b. Simple, Logical, Effective
c. Sparse, Drillable, Competent
 d. Sparse, Drillable, Simple

29)Choose the right option

(A) KPIs need to have an owner;
(B) HR is not responsible for revenue or sales success
a. Both A&B are true
b. Both A&B are false
c. A is true but B is false
d. A is false but B is true

30)SMART acronym coined by

a. Hursman
b. Griffin
c. Norton
d. Fitz
31)____________ is closely related to Applicant Tracking System.
a. Employee Turnover
b. Cost per Hire
c. Revenue per employee
d. Recruitment success rate

32)You pay employees every other week, and your total payroll last pay period was $14,000,
of which $2,500 was paid as overtime to complete a job by a client’s deadline. About
___% of your payroll dollars would have been spent on overtime
a. 30
b. 40
c. 25
d. 18

33)If you had 88 employees in January 2018, and you now have 100 employees in January
2019, your average number of employees would equal 94 (88+100)/2 = 94. If 22
employees quit or were fired in that time frame, your turnover rate would be ____%.
a. 43
b. 34
c. 23
d. 28

34)This HR metric will let you know if more is better, or whether your increased staffing is
merely eating into your profits.
a. ROI
b. BSC
c. Profit per Employee
d. Employee Turnover

35)____________ = Number of scheduled hours ÷ Number of hours worked

 a. Timesheet & Scheduling Match
b. Overtime Allowance
c. Productivity chart
d. None

36) ‘Time to Hire’ has to be________.

a. As high as possible
b. As minimum as possible
c. As long as possible
d. Fixed days

37)Errors in data analytics can be.

a. Keypunching
b. Database
c. Misaligned Data
d. All the above

38)‘Employee satisfaction and retention’ is classified as________in BSC.

a. Financial Perspective
b. Learning and Growth
c. Customers
d. Internal Business Processes

39)Which is not part of ‘Customers’ quadrant in BSC?

a. High Quality service
b. Retaining Key Customers
c. Sales Revenue per customer
d. None

40)HR Score Card as a measurement of Human Capital was established by__________.

a. Human Performance Technology

b. Balanced Scorecard Framework
c. Return On Investment Model
d. All the above

41)Choose the right option

(A) ‘Cross Selling supports Internal Business Process’;
(B) ‘Proper Revenue Mix improves Financial Perspective’
a. Both A&B are true
b. Both A&B are false
c. A is true but B is false
d. A is false but B is true

42)_______ is integrally connected in BSC.

 a. Vision & Strategy
b. Vision & Mission
c. Goals & Objectives
d. Profits & outcomes
43)‘Credit Suisse’ popular predictive analytics focused on________.
a. Workforce Analytics During A Hostile Takeover
b. People analytics- Compensation and benefits
c. The Algorithm That Tells the Boss Who Might Quit
d. Increase Its Competitiveness Using Predictive Analytics

44)______________ can create a model to test for causal pathways among all variables all at
once and predict profitability and productivity with regression.
a. Two way ANOVA
b. Chi-Square
c. MANOVA
d. SEM

45)____________ is the industry standard definition of Big Data in HR Analytics.

a. Volume
b. Velocity
c. Variety
d. All of these

46)__________ stores courses, serve up e-learning, track compliance, manage

registrations, issue certifications, and even administer tests for HR practice.
a. Talent Systems
b. Learning Management Systems
c. Information Technology Systems
d. HRD

47) ‘The crises of extremes’ relates to________.

a. Self-Centeredness Disease
b. Extreme Economic Depression
c. Less Employee Turnover
d. High Skill Demand

48) Which classifies dimensions into Past, Present and Future?

a. Human Capital Management Model
b. HR Scorecard
c. SAP Model
d. ROI Model

49)________ discusses HR Analytics reporting.

a. Regression Model
 b. Multi Linearity Model
c. Workforce Analytics Maturity Model
d. None

50)Bersin Associates categorized_______ levels.

a. Two
b. Three
c. Four
d. Five

51)___________ reporting is proactive in nature.

a. Predictive
b. Strategic
c. Operational
d. Advanced

52)Operational Reporting is _________.

a. Reactive
b. Proactive
c. Both a & b
d. None

53)Choose the right option

(A) ‘Workforce analytics maturity model focuses on data quality and reporting’;
(B) ‘The research 400 Asian Organisations’
a. Both A&B are true
b. Both A&B are false
c. A is true but B is false
d. A is false but B is true

54)________ is critical for ‘Current State Assessment’ in reporting HR Analytics.

a. Future State Vision

b. Regression Models
c. Productivity Charts
d. Employee Satisfaction
55)Predictive Optimization is__________.
a. Logical & Competitive
b. Strategic & Tactical
c. Effective & Efficient
d. Accountable & Profitable

56)According to Ulrich ‘People Optimization’ is ____________.

a. Parallel View
b. Oblique View
 c. Inside View
d. Outside View

57)Identify the factors which are ‘Transactional’.

a. Big Data Source
b. Multiple Data Source
c. Predictive Source
d. Descriptive Source

58)In terms of ‘Value’, ‘Predictive Data Sources’ are_________.

a. Transactional
b. Operational
c. Transformational
d. Optimized

59) ________ is a Data Visualization Technique.

a. Sequence
b. CAD
c. Graphics
d. All the above

60) Freytag’s Pyramid in Data Visualization uses_________ technique.

a. Annotation
b. Visual Displays
c. Classic Story Telling
d. Digital Media