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______ Analytics is the use of computational and visualization methods to derive and leverage insights about shared values and beliefs in organizations.
Which type of analytics gain insight from historical data with reporting, scorecards, clustering, etc.?
The IBM _________ analytics appliances combine high-capacity storage for Big Data with a massively-parallel processing platform for high-performance computing
._______ deals with category/specific types of employees who are at high flight risk
. _____ is the tool used for screening resumes according to the requirements of the job.
All of the following are sources of data for Recruitment Channel Analytics, except:
Employee churn analytics takes into consideration _______ termination of employees.
The essence of decision analysis is
Which of the following is/are the sub-system(s) of HRIS?
Name the talent management process that allows you to identify the capabilities or core competencies you want and need in your business
Which of the following is a tool for HR Analytics?
Position Analysis Questionnaire (PAQ) for job analysis is:
Capacity analytics is used to study the impact on
Which of the following is not a benefit of Corporate Culture Analytics?
What is generally the biggest challenge in effectively implementing change?
___________ are measurements used to track hiring success and optimize the process of hiring candidates for an organization.
Relationships section of job description defines who would you
Information type which focuses on accomplishments of employees is classified as:
Which of the following is the process of analysing how well an organization acquires and hence retains talent?
The number of employees who left the company during a specified time period when divided by the total number of employees that were there at the start of the time period gives:
What does a tree diagram is used for?
Which type of data place things in one of two mutually exclusive categories
Which type of data involves, items being assigned to categories that do have some kind of implicit or natural order
Benefits that are required by law to provide to all employees are called
The automation of attendance keeping, payroll preparation and applicant tracking are some of the activities carried out at the _______ level.
The simulation of a situation is the uniqueness of the _______ model.
Which of the following is not an advantage of the Human Resource Information System?
Which of the following is not normally an essential condition for an effective HRIS?
Which of the following is/are the sub-system(s) of HRIS?
Technically HRIS is a/an:
HRIS is used to facilitate the decisions related to:
As a result of which of the following activity, HRIS is gaining popularity day by day?
Which of the following reflects the relationship between MIS & HRIS?
The difference between HRM and Personnel Management is: –
Human resource managers generally exert _____ within the human resources department and _____ outside the human resources department
Which of the following is true for CBT?
Which of the following is true about Job boards?
. A talent management plan aims at developing which of the following quality(ies) in employees:
What are the parameters to judge the efficiency of HR Process in an organisation? i] HRP ii] Training and development iii] Recruitment
When are Concurrency controls exercised?
Which of the following is true for Fair wage?
Who brought in Wage Fund Theory?
What do you call a central repository of data?
Which of the following is true about HR Metrics?
_______ testing technique tests the basic components of a software system and ensures that all of them are working well.
Which of the following deals further with data security, safety and data validation?
What do you call the people who ultimately use the software?
As per which of the following methods, the human resource is valued on the basis of the contribution they are likely to make to the organisation till retirement.
The analytical Function of HRM doesn’t Includes
Inability of HR to think ____________ is a barrier to implement SHRM