Question 1: What should be one of the top priorities when it comes to generating a positive employee experience?
A. Free-food Fridays
B. A good onboarding experience
C. Craft beer taps
D. Open-concept floor plan
Explanation: Free food and other perks can be great for employees, but they aren’t a one-size-fits-all prospect. Perks are likely to generate only a temporary positive feeling and should not be mistaken for creating a truly meaningful employee experience. Onboarding, however, is a critical transition when a job seeker becomes an employee, albeit one in need of welcoming and orientation. HR needs to provide a smooth transition into the workplace culture and efficient training to cultivate a positive employee experience from the start.
Question 2: What does fostering a positive employee experience reduce?
A. Length of training
B. Employee meetings
C. Employee turnover
D. Need for employee experience strategies
Explanation: When an employee feels unheard and underappreciated, perks will not make them abruptly decide to stay. Creating an employee experience strategy and committing to long-term fixes can increase an employee’s positive feelings about the workplace and, in turn, help decrease employee turnover.
Question 3: What can give HR insight into an employee’s experience at a company?
B. People analytics
C. Talking to employees
D. All of the above
Explanation: All these methods for gathering feedback and information can give HR insight into an employee’s feelings about the company as a whole and can provide ideas for creating better strategies to improve the employee experience.
Question 4: What is the question used to get an employee net promoter score (eNPS)?
A. On a scale of 0 to 10, how likely are you to recommend this workplace to others?
B. How many of your friends have you tried to recruit to work here?
C. On a scale of 1 to 10, how you would rate company culture?
D. What is the percentage of your work-life balance?
Explanation: The eNPS score is an important tool in the field of employee experience, as it produces a single number that is easy to understand and can show trends over time.
Question 5: How do HR self-service tools help improve the employee experience?
A. They give employees access to their data right on their smartphone.
B. They offer workforce insight into employee issues.
C. They offer a customer service approach to HR.
D. All of the above
Explanation: Employees no longer want to wait for an HR person to become available to help them; they want to be able to do tasks on their own and in a shorter amount of time. Self-service delivery tools offer that. By having one central place to air their grievances, check on their payroll transactions and submit help desk tickets, employees are given a greater feeling of control.
Question 6: Design thinking is not an appropriate method for creating an employee experience strategy, because it applies more to creative fields, rather than HR.
Explanation: Design thinking uses people’s varied experiences and skills to challenge assumptions and generate creative solutions to complex problems. How to create happy employees is one of the most difficult problems organizations and their HR teams face. It depends on empathy, collaboration and other abilities design thinking promotes.
Question 7: Which statement below is true about people analytics as it relates to employee experience?
A. It provides HR a complete strategy that solves all their problems.
B. It dispatches an analytics team to the office to collect employee data.
C. It pulls only the positive employee answers taken from surveys.
D. It can be too complex for HR.
Explanation: People analytics aims to increase HR effectiveness by displaying a direct correlation between company investment and actual results. However, people analytics requires analytical skills and sufficient data sets to get an accurate reading. Both of these are difficult endeavors that many HR departments are struggling to do well. To make people analytics work well, HR must be enabled with the right resources.
Question 8: What can employee resource groups (ERGs) offer employees?
A. A chance to have a meeting with the CEO
B. An availability of secret special office supplies
C. A chance to have an HR sit-down to discuss employee experience and strategies
D. A way to connect with other workers through shared interest or identities
Explanation: ERGs are clubs offered within the workplace based around shared interests or identities. Employers that encourage these resource groups can contribute to a positive employee experience, as employees can form bonds and create a sense of community within their company.
Question 9: What is employee experience most closely linked to?
A. Overtime benefits
B. Customer experience
C. Toyota methods of production
D. Nothing; there is no link
Explanation: Many companies have turned to customer experience tools and tailored them to improving the emotional and cognitive assessments an employee makes of a potential and current workplace. For example, employers use journey mapping to track a customer experience and find pain points as a means to improve the experience. In an analogous way, HR can use journey mapping to understand an employee’s experience starting with the experience of recruiting tools all the way to their offboarding experience.
Question 10: What recent trend most illustrates changing views about worker-workplace alignment?
A. Employee activism
B. Longer workdays
C. More men and women taking wellness days
D. Bring-your-cat-to-work days
Explanation: Work and life are becoming more blended, and with that comes workers who want their employers to follow the same beliefs that they have. Workplace protests have become more common, and a lot of that may have to do with the generational shift of individuals who were raised to believe they have the power to change the world. Add that to a candidate-driven market, and more employers are realizing the need to listen to these workers and implement the changes that they demand.