49. _____ refers to the use of quantitative tools and scientific methods to analyze data from human resource databases and other sources to make evidence-based decisions that support business goals. A. Conjoint analysis B. Performance management C. Workforce analytics D. Career development E. Task analysis 50. Under the principle of “employment at will” the employer may terminate employment: A. after two weeks’ notice. B. at any time without notice. C. immediately after written notice. D. only if the employee voluntarily resigns. E. only if he cannot show just cause. 51. Evidence-based HR is defined as the: A. exclusive use of statistical models for planning forecasting and other related HR activities. B. establishment of overlapping performance goals and desired outcomes during performance management. C. demonstrating that human resource practices have a positive influence on the company’s profits or key stakeholders. D. process of ensuring that employees’ activities and outputs match the organization’s goals. E. organization-wide planned effort to enable employees to learn job-related knowledge rather than teamwork or communication skills. 52. The process of identifying the numbers and types of employees the organization will require in order to meet its objectives is known as: A. supply chain management. B. performance management. C. human resource planning. D. utilization analysis. E. performance planning. 53. The process that helps the human resource department to forecast the organization’s needs for hiring training reassigning employees along with handling or avoiding layoffs is known as _____. A. supply chain management B. job development C. human resource planning D. evidence-based HR E. corporate social responsibility 54. _____ is a systematic planned effort to attract retain develop and motivate highly skilled employees and managers. A. Work flow analysis B. Job analysis C. Conjoint analysis D. Talent management E. Performance management
