HR Analytics and Reporting: Master Data-Driven HR Decisions

Question 1

Which of the following is a potential drawback of using HR analytics in decision-making?

Accepted Answer

Subjective and biased insights leading to uninformed decision-making

Answer

Enhanced resource allocation based on data-driven insights

Answer

Increased employee productivity through data-driven identification of performance factors

Answer

Reduced costs through workforce management optimization and data-driven talent retention strategies

Question 2

In HR analytics, which type of data is primarily used?

Accepted Answer

Quantitative

Answer

Qualitative

Answer

Mixed

Answer

Numerical

Question 3

What is a primary goal of HR reporting?

Accepted Answer

To provide data-driven insights for informed decision-making

Answer

To meet regulatory compliance requirements only

Answer

To enhance communication within the HR team solely

Answer

To boost employee morale

Question 4

Which of the following is a primary advantage of utilizing HR analytics?

Accepted Answer

Facilitates data-driven decision-making

Answer

Minimizes operational expenses

Answer

Boosts employee engagement

Answer

Increases revenue generation

Question 5

What is the principal function of a Human Resource Information System (HRIS)?

Accepted Answer

Collates, stores, and manages HR-related data

Answer

Produces reports and analytical insights

Answer

Supports communication between staff and HR

Answer

Automates HR processes

Question 6

Which of the following is NOT a common type of HR report?

Accepted Answer

Financial statements

Answer

Metrics on recruitment and hiring

Answer

Performance assessments

Answer

Employee turnover analysis

Question 7

What is the overarching objective of HR analytics and reporting?

Accepted Answer

Provide data-driven insights for informed decision-making

Answer

Adhere to legal and regulatory requirements

Answer

Enhance employee morale

Question 8

What is the primary reason for using data visualization in HR analytics?

Accepted Answer

To simplify the comprehension and interpretation of complex data

Answer

To identify trends and patterns

Answer

To predict future events

Answer

To enhance communication and storytelling

Question 9

Explain the distinction between descriptive analytics and predictive analytics in HR.

Accepted Answer

Descriptive analytics describes past events, while predictive analytics forecasts future trends

Answer

Descriptive analytics is more complex than predictive analytics

Answer

Both descriptive analytics and predictive analytics utilize the same type of data

Answer

There is no difference between descriptive analytics and predictive analytics

Question 10

Which of the following is not a core component of HR analytics?

Accepted Answer

Sales forecasting

Answer

Data collection and analysis

Answer

Employee engagement assessment

Answer

Risk management

Question 11

What is the primary objective of using HRIS data in HR analytics?

Accepted Answer

To generate valuable insights for informed decision-making

Answer

To monitor employee performance

Answer

To boost employee morale

Answer

To reduce operational expenses

Question 12

Which HR metric specifically gauges the level of employee satisfaction?

Accepted Answer

Engagement score

Answer

Absenteeism rate

Answer

Employee turnover rate

Answer

Diversity index

Question 13

What is the key distinction between predictive and descriptive HR analytics?

Accepted Answer

Predictive analytics forecasts future trends, while descriptive analytics summarises past data.

Answer

Descriptive analytics tracks employee behavior, while predictive analytics predicts it.

Answer

Predictive analytics utilises machine learning, while descriptive analytics does not.

Answer

Predictive analytics is inherently more complex than descriptive analytics.

Question 14

What is the role of data visualisation in HR analytics reporting?

Accepted Answer

To present insights in a clear and visually appealing way

Answer

To gather and process HR data

Answer

To perform statistical analysis of data

Answer

To ensure data accuracy and integrity

Question 15

Which of the following is NOT a benefit of HR analytics?

Accepted Answer

Unbiased decision-making

Answer

Improved decision-making

Answer

Reduced labor costs

Answer

Enhanced employee engagement

Question 16

What is the main source of data for HR analytics?

Accepted Answer

HR software and systems

Answer

Interviews and surveys

Answer

Performance appraisals

Answer

External databases

Question 17

What is the purpose of 'predictive analytics' in HR?

Accepted Answer

Forecasting future workforce trends and needs

Answer

Analyzing past performance to identify best practices

Answer

Monitoring current data for real-time insights

Answer

Combining data from multiple sources to gain a holistic view

Question 18

Which of the following is a key metric used to measure employee retention?

Accepted Answer

Attrition rate

Answer

Absenteeism rate

Answer

Employee satisfaction score

Answer

Productivity rate

Question 19

To ensure responsible data handling in HR analytics, what ethical practices should be followed?

Accepted Answer

Anonymize data and obtain informed consent from employees before analysis.

Answer

Use HR analytics only for performance evaluations and disciplinary actions.

Answer

Keep HR data indefinitely for potential future analysis.

Question 20

Which of the following is NOT a typical benefit of using HR analytics?

Accepted Answer

Decreased employee motivation

Answer

Optimized HR processes and workflows

Answer

Enhanced employee performance through targeted interventions

Answer

Improved decision-making in HR

Question 21

Which of the following is a crucial step within the HR analytics process?

Accepted Answer

Data collection, cleaning, and analysis

Answer

Data cleaning only

Answer

Data visualization only

Answer

Report writing only

Question 22

Which of these is a widely used technique for data visualization in HR analytics?

Accepted Answer

Interactive dashboards

Answer

Pie charts only

Answer

Histograms only

Answer

Scatter plots only

Question 23

What is the main purpose of benchmarking in HR analytics?

Accepted Answer

Comparing HR performance against industry standards

Answer

Setting performance goals

Answer

Motivating employees

Answer

Identifying areas for improvement