Answer to Question 1
Answer: Five main types of digital technologies are driving this transfer of functionality from HR professionals to automation. Employers increasingly use social media tools such as Twitter, Facebook, and LinkedIn (rather than, say, as many employment agencies) to recruit new employees. Employers use new mobile applications, for instance, to monitor employee location and to provide digital photos at the facility clock-in location to identify workers. The feedback, fun, and objectives inherent in gaming support many new training applications, and Web sites such as Knack, Gild, and True Office enable employers to inject gaming features into training, performance appraisal, and recruiting. Cloud computing and more intuitive user interfaces enable employers to monitor and report on things like a team's goal attainment and to provide real-time evaluative feedback. Finally, data analytics basically means using statistical techniques, algorithms, and problem-solving to identify relationships among data for the purpose of solving particular problems (such as what are the ideal candidate's traits, or how can I tell in advance which of my best employees is likely to quit?) When applied to human resource management, data analytics is called talent analytics.
Answer to Question 2
False
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