HRIS Quiz 2
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Covers HRIS content since HRIS Quiz 1
Worth 5% of your overall grade
Format is MCQ, T/F
30 Questions
50 Minutes to complete
You get 1 attempt & it’s open book/notes
To do well on this test, you need to have gone through the material posted on FOL. This includes videos,
infographics, articles, etc. The supplementary content (including software demos) is not part of the test.
As you review and prepare for the HRIS Test 2, pay close attention to the following topics/concepts:
1. Dashboards and their purpose
2. Metrics vs Analytics
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HR Analytics – using people data to make better decisions to attract, manage, and retain
employees
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Human resources analytics is a field that deals with analyzing
employee data and applying analytical processes within HR.
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the collection and analysis of a company’s employee data to
improve performance and business results (Gartner)
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HR metrics, such as the time-to-hire or retention rate, on the
commercial objectives.
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“earn trust and credibility” with leaders in other departments
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HR metrics are operational measures, addressing how efficient, effective and
impactful an organization’s HR practices are,” Fink explains. “Talent analytics, on the
other hand, focus on decision points, guiding investment decisions” that impact the
workforce and related matters.
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metrics use data to assess things like efficiency and performance, while analytics
harness those measures to help people understand or predict how changes will affect
an outcome.
3. Role of data visualization in HR
Data visualization is the graphic representation of data. It’s an efficient way of communicating
information, particularly when that information is numerous.
1. KPIs,
Charts,
and
Graphs: Gain
instant
insight
into
your
workforce, headcount,
talent, recruitment, performance management, and diversity, with easily digestible visuals.
2. Maps: Such as geo maps and heat maps. Discover People trends across locations in an interactive
way.
3. Forecasts: Identify workforce shortages and risks, determine demand and supply, and discover
workforce gaps with forecasting.
The Top Benefits of Data Visualization for HR Teams
1. Make better hiring decisions
2. Elevate your workforce planning
Detect trends: Track trends through time and across different periods, such as annual,
quarterly, monthly, and seasonal time models.
 Create actionable visualizations: Answer key questions about your workforce and spot risks
and opportunities rapidly with visual, interactive HR analytics.
 Plan and simulate future outcomes: Use ad hoc and what-if analysis to explore alternative
courses of action and compare the impact of potential decisions.
3. Improve retention rates
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4. Develop more effective training and development programs
5. Visualize future trends and workforce needs
Data Visualization Use Cases for HR
Headcount planning use case
How to hire, retain, and train top talent use case
4. Concept-Production Model
a. Your HRIS Project Team (how do you select members of the side with maximum
involvement, etc.)
Members
of
the
Maximum
side
of
the
committee
three criteria to serve:
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They must have time
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They must have motivation and commitment to the project
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They must have authorization from their supervisor
should
satisfy
b. How to “justify” the HRIS project
Fundamental Points – the use of an HRIS can:
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Make data keeping less time consuming, freeing up valuable time to do more
proactive work.
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Add structure to HR functions – allows the same actions to be performed the same
way time after time. This leads to confidence in how different people do similar
actions and ensures consistency.
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Allows for quick analysis and trending of data to create information.
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Make information tracking easier (data in one place - at your fingertips).
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Reduce paper documentation (now electronic documentation).
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Store information in a smaller space.
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Manipulate information more efficiently:
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Grouping (divisional, functional, etc.)
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Relating (cross referencing)
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Sorting, tabulating
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Calculating
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Relating
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Allow more effective statistical analysis of information.
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Make updating/deletion/changing of information easier.
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Facilitate HR budgeting – figures can be readily calculated for forecasting and scenario
building.
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c. Barriers to success
i. Bad timing of sorts!
d. Importance of Needs Analysis
e. Different types of Reports
f.
Different Levels of Security
g. RFI/RFP Process
h. Implementation – dealing with the people side of things (change management and sociotechnical issues)
5. PIPEDA & FIPPA
https://www.priv.gc.ca/en/privacy-topics/privacy-laws-in-canada/02_05_d_15/
6. Best of Breed vs Integrated Suits
a. pros and cons for each approach