Sri Vidya Mandir Arts & Science College (Autonomous)

Katteri – 636 902, Uthangarai, Krishnagiri District, Tamil Nadu

(An Autonomous College Affiliated to Periyar University, Salem)
(Recognized under Status 2(f) & 12b) of the UGC Act 1956)
(Accredited by NAAC with ‘A’ Grade [3.27/4.00])
PG & Research Department of Commerce
Course Name : Human Resource Analytics Course Code : 23PCM4C11
Class : II M.Com.
UNIT I
SECTION-A
1. What is the primary goal of HR analytics?
a) To automate HR processes
b) To collect, analyze, and interpret HR data for better decision-making
c) To replace human decision-making in HR
d) To monitor employee activities in real time
Answer: b
2. Which of the following best describes HR analytics?
a) A method for analyzing financial statements in HR
b) A data-driven approach to improving workforce performance and business outcomes
c) A system for storing employee records
d) A way to calculate employee payroll
Answer: b
3. Which type of data is primarily used in HR analytics?
a) Employee personal data only
b) Financial transaction data
c) Workforce-related data, such as performance, engagement, and turnover
d) Marketing and customer data
Answer: c
4. Which of the following is NOT a benefit of HR analytics?
a) Predicting employee turnover
b) Aligning workforce strategies with business goals
c) Improving product development cycles
d) Enhancing recruitment and retention strategies
Answer: c
5. What is one of the most important requirements for effective HR analytics?
a) Advanced HR software b) Accurate, clean, and well-organized data
c) High employee turnover rates d) Eliminating manual processes
Answer: b
6. What does HR analytics focus on?
a) Descriptive and predictive insights b) Generating random data trends
c) Only employee engagement surveys d) Handling legal disputes in HR
Answer: a
7. What kind of approach does HR analytics employ?
a) Reactive b) Intuitive
c) Data-driven d) Experimental
Answer: c
8. Which of these best defines the concept of HR analytics?
a) A set of tools to automate HR operations
b) Data analysis to enhance workforce performance and strategy alignment
c) Using AI to replace HR professionals
d) Managing employee grievances
Answer: b
9. HR analytics helps HR professionals transition from __________ to __________.
a) Strategic roles; operational roles b) Operational roles; strategic roles
c) Manual roles; technical roles d) Managerial roles; operational roles
Answer: b
10. Which of the following is a data source for HR analytics?
a) Marketing databases b) Customer reviews
c) HR Information Systems (HRIS) d) Competitor analysis reports
Answer: c
11. HR analytics evolved from which HR function?
a) Recruitment b) Workforce planning and reporting
c) Payroll processing d) Employee engagement surveys
Answer: b
12. Early HR practices relied primarily on __________.
a) Intuition and experience b) Advanced statistical models
c) Predictive algorithms d) Workforce simulations
Answer: a
13. Which development marked the shift to modern HR analytics?
a) The introduction of email communication
b) Integration of data analytics into HR systems
c) Establishment of global HR teams
d) Use of manual employee tracking systems
Answer: b
14. Which era saw the rise of predictive HR analytics?
a) 1970s b) 1980s
c) 1990s d) 2000s
Answer: d
15. The evolution of HR analytics is closely tied to __________.
a) Advances in technology and data science
b) Reductions in workforce sizes
c) Global economic crises
d) Changes in labor laws
Answer: a
16. What is a key benefit of HR analytics in workforce planning?
a) Increasing marketing effectiveness b) Predicting future workforce needs
c) Automating recruitment processes d) Enhancing customer retention
Answer: b
17. HR analytics can help organizations improve __________.
a) Only recruitment metrics b) Overall business performance
c) External customer data d) Employee workspaces
Answer: b
18. Which of the following best reflects the strategic importance of HR analytics?
a) Reduces HR personnel
b) Aligns workforce efforts with business goals
c) Focuses only on employee grievances
d) Increases cost of HR systems
Answer: b
19. HR analytics enables organizations to __________.
a) Rely on assumptions for HR decisions
b) Optimize decisions with evidence-based insights
c) Ignore diversity and inclusion goals
d) Focus solely on technical hiring
Answer: b
20. Which HR area benefits most from predictive analytics?
a) Talent acquisition b) Document storage
c) Marketing communications d) Vendor management
Answer: a
21. Which is NOT a benefit of HR analytics?
a) Improved employee retention b) Data-driven recruitment decisions
c) Enhanced social media presence d) Workforce optimization
Answer: c
22. HR analytics can help identify __________.
a) Patterns in employee turnover b) Customer buying behavior
c) Regional product demand d) Supplier discounts
Answer: a
23. What is a financial benefit of HR analytics?
a) Reduced costs of employee disengagement b) Increased marketing budgets
c) Higher product pricing d) Lower office rent
Answer: a
24. Which of the following is a key benefit for employees?
a) Transparent and data-based decision-making b) Fewer training opportunities
c) Higher recruitment costs d) Reduced organizational communication
Answer: a
25. HR analytics can directly improve __________.
a) Employee performance and satisfaction b) Customer feedback systems
c) IT infrastructure d) Marketing content strategies
Answer: a
26. What is a common challenge in implementing HR analytics?
a) High employee engagement
b) Lack of data quality and consistency
c) Overabundance of skilled HR analysts
d) Minimal costs of software tools
Answer: b
27. A major barrier to adopting HR analytics is __________.
a) Lack of HR data
b) Resistance to change within the organization
c) Overqualified HR professionals
d) Lack of employee feedback
Answer: b
28. Which of the following is an ethical challenge in HR analytics?
a) Storing large datasets b) Analyzing workforce trends
c) Ensuring employee data privacy d) Visualizing HR data
Answer: c
29. A lack of integration between HR systems can result in __________.
a) Consistent data quality b) Data silos and inefficiency
c) Improved predictive models d) Simplified workforce analysis
Answer: b
30. What is a technical challenge in HR analytics?
a) High costs of recruitment
b) Limited availability of advanced analytical tools
c) Overly engaged employees
d) Insufficient employee turnover
Answer: b
31. What is the focus of descriptive HR analytics?
a) Predicting future trends
b) Analyzing past and current HR data
c) Automating HR operations
d) Prescribing solutions for HR issues
Answer: b
32. Predictive HR analytics aims to __________.
a) Provide real-time workforce insights
b) Forecast future HR trends and outcomes
c) Report historical HR performance
d) Automate payroll processing
Answer: b
33. Which type of HR analytics helps suggest actions based on data?
a) Descriptive analytics b) Predictive analytics
c) Prescriptive analytics d) Diagnostic analytics
Answer: c
34. Diagnostic analytics helps HR professionals __________.
a) Identify the causes of past outcomes
b) Predict future employee behavior
c) Create engaging training programs
d) Automate HR workflows
Answer: a
35. Which type of analytics focuses on identifying "what happened"?
a) Predictive analytics b) Descriptive analytics
c) Diagnostic analytics d) Prescriptive analytics
Answer: b
36. What is the first step in the HR analytics framework?
a) Data collection b) Data visualization
c) Employee engagement d) Data security
Answer: a
37. Which HR model focuses on aligning workforce efforts with organizational goals?
a) Balanced scorecard model b) Regression analysis model
c) Sentiment analysis model d) Clustering model
Answer: a
38. What does the "HR value chain model" focus on?
a) Identifying customer preferences
b) Measuring HR activities' impact on business outcomes
c) Tracking recruitment progress only
d) Analyzing product sales
Answer: b
39. What is the purpose of workforce segmentation in HR analytics?
a) To group employees based on similar characteristics
b) To predict employee turnover
c) To automate payroll processing
d) To reduce training costs
Answer: a
40. What is a key output of an HR analytics framework?
a) Informed and strategic HR decisions
b) Higher employee turnover
c) Decreased technology adoption
d) Reduced data transparency
Answer: a
41. Predictive analytics in HR can be used to __________.
a) Forecast employee turnover b) Monitor external marketing data
c) Track customer engagement d) Store historical data
Answer: a
42. Which of the following is a common use case of HR analytics?
a) Monitoring employee attendance trends
b) Generating random HR data
c) Ignoring workforce diversity
d) Storing unstructured data
Answer: a
43. What does sentiment analysis in HR focus on?
a) Predicting future employee promotions
b) Analyzing employee feedback and attitudes
c) Tracking payroll transactions
d) Measuring product demand
Answer: b
44. What can HR analytics help improve in recruitment processes?
a) Candidate selection based on data insights
b) Randomizing hiring decisions
c) Increasing recruitment costs
d) Reducing job advertisements
Answer: a
45. Which of the following is a benefit of using prescriptive analytics in HR?
a) Identifying gaps in historical HR reports
b) Providing actionable recommendations for workforce strategies
c) Generating random recruitment data
d) Increasing manual HR processes
Answer: b
46. HR analytics is best defined as __________.
a) Data-driven decision-making in HR processes
b) Manual HR reporting
c) Collecting employee grievances
d) Predicting customer trends
Answer: a
47. Which tool is commonly used for HR analytics?
a) Tableau b) Photoshop
c) Microsoft Word d) Gmail
Answer: a
48. Which HR metric is typically analyzed using predictive analytics?
a) Turnover rate b) Office rent costs
c) Customer satisfaction scores d) Supplier delays
Answer: a
49. HR analytics can provide value to which of the following stakeholders?
a) HR teams only b) The entire organization
c) Marketing departments only d) External vendors
Answer: b
50. Which of the following is NOT a focus area of HR analytics?
a) Employee turnover b) Recruitment performance
c) Consumer buying behavior
d) Workforce diversity
Answer: c
5 MARKS
1.What are the stages of evolution of HR analytics?
2.Explain the components of HR analytics?
3.What are the objectives in HR analytics?
4.Define the framework of the HR analytics?
5.Explain the various model in HR analytics?
9 MARKS
1.What are the HR analytics and its importance?
2.Explain the advantages of human resource analytics?
3.What are the applications and components in HR analytics?
4.Explain the disadvantages of human resource analytics?
5.Discuss the types of the HR analytics?
6.Write down the applications and impact on evolution in human resource analytics?
UNIT II
SECTION-A
1.What is the primary goal of data-driven decision-making in HR?
a) To reduce employee turnover b) To make objective, evidence-based decisions
c) To improve employee satisfaction d) To automate all HR processes
Answer: b
2.Which of the following is NOT an advantage of data-driven decision-making in HR?
a) Enhanced accuracy in hiring decisions b) Faster decision-making processes
c) Elimination of all biases d) Better resource allocation
Answer: c
3.What type of data is primarily used in HR analytics?
a) Customer data b) Employee-related data
c) Financial data d) Marketing data
Answer: b
4.Which term refers to analyzing past HR data to identify patterns and trends?
a) Descriptive analytics b) Predictive analytics
c) Prescriptive analytics d) Diagnostic analytics
Answer: a
5.What does predictive analytics in HR aim to do?
a) Solve current issues b) Provide insights into historical trends
c) Forecast future HR outcomes d) Automate repetitive HR tasks
Answer: c
6.HR Metrics and Tools
Which HR metric is used to measure employee engagement?
a) Cost per hire b) Net Promoter Score (NPS)
c) Absenteeism rate d) Turnover rate
Answer: b
7.What does the term “time-to-fill” measure?
a) The duration an employee stays in a role
b) The time taken to fill a vacant position
c) The time it takes to onboard an employee
d) The time to complete employee training
Answer: b
8.Which tool is commonly used for HR data visualization?
a) Excel b) Tableau
c) Power BI d) All of the above
Answer: d
9.Which of the following measures employee performance?
a) Employee Net Promoter Score (eNPS) b) Key Performance Indicators (KPIs)
c) Employee Satisfaction Index d) Retention Rate
Answer: b
10.What is a data warehouse in HR used for?
a) Storing unstructured employee data
b) Collecting, storing, and analyzing large HR datasets
c) Conducting employee training programs
d) Managing payroll systems
Answer: b
11.Applications of Data in HR
Which of the following can predictive analytics in HR help forecast?
a) Employee attrition b) Training effectiveness
c) Recruitment needs d) All of the above
Answer: d
12.What is the main purpose of sentiment analysis in HR?
a) Understanding employee emotions from textual data
b) Improving recruitment strategies
c) Monitoring workplace compliance
d) Enhancing payroll accuracy
Answer: a
13.Which HR process benefits most from workforce planning analytics?
a) Recruitment b) Compensation management
c) Leadership development d) Employee engagement
Answer: a
14.What type of analytics helps HR leaders decide the best course of action?
a) Descriptive analytics b) Diagnostic analytics
c) Prescriptive analytics d) Predictive analytics
Answer: c
15.Which HR activity can be improved by using people analytics?
a) Diversity and inclusion programs b) Succession planning
c) Performance reviews d) All of the above
Answer: d
16.Which is a common challenge in implementing HR analytics?
a) Lack of data b) Resistance to change
c) High employee turnover d) Limited job applicants
Answer: b
17.What is the primary ethical concern with using HR data?
a) Data accuracy b) Data security and privacy
c) Data collection methods d) Data visualization
Answer: b
18.Which of the following is a bias that can arise in HR analytics?
a) Sampling bias b) Confirmation bias
c) Automation bias d) All of the above
Answer: d
19.What does GDPR primarily focus on regarding HR data?
a) Accessibility of data b) Accuracy of data analytics
c) Protection and privacy of employee data d) Streamlining recruitment processes
Answer: c
20.What does anonymization of HR data help achieve?
a) Compliance with privacy regulations b) Better predictive analytics
c) Employee retention d) Data visualization efficiency
Answer: a
21.Which of the following uses machine learning in HR analytics?
a) Chatbots for recruitment b) Predicting employee attrition
c) Automating performance appraisals d) All of the above
Answer: d
22.What does Natural Language Processing (NLP) in HR typically analyze?
a) Payroll data b) Employee feedback and reviews
c) Training completion rates d) Recruitment timelines
Answer: b
23.How can HR analytics improve diversity hiring?
a) By removing biases in job descriptions
b) Identifying gaps in current diversity metrics
c) Monitoring compliance with diversity goals
d) All of the above
Answer: d
24.What is the role of sentiment analysis in employee feedback surveys?
a) Understanding numerical data trends
b) Capturing the emotional tone of responses
c) Predicting employee turnover
d) Calculating survey response rates
Answer: b
25.Which HR analytics framework aligns business strategy with workforce capabilities?
a) Balanced Scorecard b) Workforce Analytics Framework
c) OKR (Objectives and Key Results) d) Employee Lifecycle Framework
Answer: a
26. What is a common issue when collecting HR data?
a) Limited data storage capacity b) Inconsistent data entry practices
c) High costs of data visualization tools d) Lack of employees to provide data
Answer: b
27. Which of the following is an example of incomplete data in HR analytics?
a) Missing employee IDs in records
b) Employees with multiple job roles
c) High turnover rates in certain departments
d) Incorrect payroll processing
Answer: a
28. How can data redundancy negatively impact HR analytics?
a) It leads to faster data processing.
b) It increases storage costs and confusion in analysis.
c) It ensures better data consistency.
d) It improves the quality of HR reports.
Answer: b
29. What is data inconsistency?
a) When data is up-to-date and complete
b) When similar data across systems does not match
c) When data is stored in multiple locations
d) When data is aggregated and standardized
Answer: b
30. Which of the following best describes data bias in HR analytics?
a) Incorrect application of statistical models
b) Errors in data entry due to human mistakes
c) Systematic favoritism in data collection or interpretation
d) Lack of sufficient data for meaningful analysis
Answer: c
31. What is a potential risk of using outdated HR data?
a) Increased employee satisfaction
b) Misleading insights and poor decision-making
c) Faster data processing
d) Enhanced diversity and inclusion metrics
Answer: b
32. What is a data silo in HR analytics?
a) A centralized repository for HR data
b) An unconnected data source isolated from other systems
c) A tool for cleaning and organizing HR data
d) A secure method for data sharing
Answer: b
33. Which regulation primarily governs data privacy and security in HR in Europe?
a) HIPAA b) GDPR
c) FLSA d) CCPA
Answer: b
34. How does poor data quality affect predictive analytics in HR?
a) It enhances predictive accuracy.
b) It results in invalid or unreliable predictions.
c) It reduces data storage costs.
d) It ensures consistency in forecasts.
Answer: b
35. What is the primary purpose of data cleaning in HR analytics?
a) To make data visually appealing
b) To ensure accuracy, consistency, and completeness of data
c) To delete old employee records
d) To integrate data from various sources
Answer: b
36. What is a challenge in integrating data from multiple HR systems?
a) Lack of sufficient HR metrics
b) Inconsistent data formats and standards
c) Low employee engagement
d) Unavailability of modern analytics tools
Answer: b
37. Which type of error occurs when HR data is entered incorrectly into a system?
a) Sampling error b) Human error
c) Systematic error d) Measurement error
Answer: b
38. What is the result of unstructured HR data (e.g., text feedback) being analyzed
incorrectly?
a) Improved insights b) Irrelevant or misleading conclusions
c) Faster data processing d) Reduced diversity in results
Answer: b
39. Which of the following is an example of ethical issues in HR data usage?
a) Using predictive analytics for attrition forecasting
b) Sharing employee data without their consent
c) Visualizing HR data trends using dashboards
d) Automating recruitment processes
Answer: b
40. How can HR analytics mitigate data privacy concerns?
a) Using anonymization techniques
b) Storing data in accessible spreadsheets
c) Sharing data openly within the organization
d) Avoiding all data collection
Answer: a
41. What is data duplication in HR systems?
a) Reusing templates for data entry
b) Storing identical records in multiple systems
c) Analyzing similar metrics across teams
d) Maintaining historical records of employees
Answer: b
42. Why is metadata important in HR analytics?
a) It adds unnecessary complexity to data analysis.
b) It provides context and descriptions for data elements.
c) It replaces the need for raw data.
d) It simplifies data visualization.
Answer: b
43. Which of the following is a sign of poor data governance in HR?
a) High employee satisfaction scores
b) Conflicting or missing employee records
c) Real-time dashboards for HR metrics
d) Regular compliance audits
Answer: b
44. What is a common challenge in analyzing unstructured HR data?
a) Limited storage capacity
b) Difficulty in extracting meaningful insights
c) Overuse of automated tools
d) High costs of structured data tools
Answer: b
45. What does "data lineage" refer to in HR analytics?
a) The origin and history of data within a system
b) The storage location of data
c) The tools used to analyze HR data
d) The process of anonymizing employee data
Answer: a
46. What does data validity refer to in HR analytics?
a) The consistency of data over time
b) The extent to which data accurately represents what it is intended to measure
c) The accessibility of data for analysis
d) The size of the dataset collected
Answer: b
47. Which of the following best describes data reliability?
a) Data that is collected from a large sample size
b) Data that produces consistent results when measured multiple times
c) Data that is easy to analyze
d) Data that complies with privacy regulations
Answer: b
48. Which of the following is NOT a method to ensure data validity?
a) Cross-checking data with external benchmarks
b) Conducting regular audits of data collection processes
c) Measuring the same metric repeatedly to ensure consistency
d) Verifying data sources for accuracy
Answer: c
49. What is a common issue that affects data reliability in HR analytics?
a) Use of standardized data collection methods
b) Presence of duplicate records in the database
c) Misalignment of KPIs with business objectives
d) Variability in data collection procedures
Answer: d
50. How can HR professionals improve the validity of employee engagement surveys?
a) By collecting data from only the management team
b) By ensuring survey questions are clear and relevant
c) By using the same survey multiple times without changes
d) By analyzing data without removing anomalies
Answer: b
5 MARKS
1.What are the key elements of the business process analytics?
2.Explain the key areas of the HR analytics?
3.What are the technologies used in the business process analytics?
4.Explain the common threats to the data validity?
5.What is data reliability and its factors affecting in data reliability?
9 MARKS
1.What are the components of data driven decision making in HR analytics?
2.Discuss the data issues in the business and HR analytics?
3.write down the key aspects of data validity?
4.Explain the key aspects of key reliability?
5.Explain the importance of data reliability?
6.what are the common HRR tools and techniques?
7.Write the statistics and statistical method modeling for HR research?

UNIT III
1. What are HR metrics used for in an organization?
a) Automating payroll systems
b) Measuring the effectiveness of HR programs and processes
c) Recruiting new employees
d) Managing internal emails
Answer: b
2. HR metrics are important for __________.
a) Maintaining employee records only
b) Reporting HR activities to external stakeholders
c) Monitoring and improving HR processes and performance
d) Reducing the HR department's budget
Answer: c
3. Which of the following is a key feature of HR metrics?
a) Collecting qualitative data
b) Focusing on strategic decision-making
c) Tracking personal employee performance only
d) Creating annual reports for external stakeholders
Answer: b
4. HR metrics are essential for __________.
a) Creating marketing strategies
b) Monitoring financial transactions
c) Aligning workforce goals with organizational objectives
d) Enhancing IT infrastructure
Answer: c
5. HR metrics help HR professionals __________.
a) Manage employee attendance data only
b) Assess the effectiveness of HR policies and initiatives
c) Track company profit margins
d) Increase recruitment costs
Answer: b
6. The evolution of HR metrics began with __________.
a) Performance tracking b) Payroll administration
c) Employee benefits management d) Strategic HR management
Answer: b
7. Before HR metrics, organizations primarily relied on __________.
a) Data-driven decision-making
b) Intuition and experience for HR decisions
c) Predictive analytics
d) External consultants for employee management
Answer: b
8. What major change occurred in the 1990s regarding HR metrics?
a) Introduction of cloud HR systems
b) Transition from administrative data to strategic metrics
c) Manual tracking of HR data
d) Integration of marketing analytics into HR
Answer: b
9. HR metrics evolved from a focus on __________ to a focus on __________.
a) Operational efficiency; strategic impact
b) Recruitment costs; employee engagement
c) Payroll tracking; talent acquisition
d) Attendance tracking; employee grievances
Answer: a
10. In recent years, HR metrics have become more __________.
a) Reactive b) Focused on compliance only
c) Data-driven and predictive d) Focused on internal communications
Answer: c
11. HR metrics are important because they help __________.
a) Identify patterns and trends in workforce behavior
b) Only track employee attendance
c) Create marketing campaigns
d) Measure competitor performance
Answer: a
12. One of the key reasons HR metrics are important is because they help organizations
__________.
a) Forecast financial market trends
b) Improve employee performance and engagement
c) Create promotional content
d) Track global sales performance
Answer: b
13. HR metrics help in measuring __________.
a) Marketing strategies
b) Business financial performance
c) The impact of HR decisions on overall organizational success
d) Product development timelines
Answer: c
14. HR metrics can be used to measure __________.
a) The quality of customer service
b) The effectiveness of HR initiatives like training, hiring, and employee engagement
c) Only payroll data
d) Vendor management success
Answer: b
15. The use of HR metrics has increased due to the need for __________.
a) Manual data entry
b) Greater alignment between HR and business goals
c) External reporting to government agencies
d) Simplified payroll management
Answer: b
16. Which of the following is an example of an operational HR metric?
a) Employee engagement rate b) Time to fill positions
c) Organizational culture alignment d) Leadership development success
Answer: b
17. A strategic HR metric focuses on __________.
a) The immediate costs of recruitment
b) Long-term HR initiatives and their impact on organizational success
c) Daily employee attendance
d) Managing employee grievances
Answer: b
18. Which of the following is an example of a lagging HR metric?
a) Employee turnover rate b) Employee satisfaction survey results
c) Time to hire d) Recruitment cost per hire
Answer: a
19. Leading HR metrics are used to predict __________.
a) Future workforce needs b) Past performance outcomes
c) Employee payroll details d) Industry market share
Answer: a
20. Which type of HR metric is focused on tracking the effectiveness of employee benefits?
a) Operational b) Financial
c) Tactical d) Strategic
Answer: b
21. HR data can be categorized into which of the following types?
a) Descriptive and prescriptive data b) Qualitative and quantitative data
c) Marketing and financial data d) Compliance and regulatory data
Answer: b
22. Quantitative HR data focuses on __________.
a) Personal experiences and opinions b) Numerical values and statistics
c) Employee motivations d) Organizational culture factors
Answer: b
23. Qualitative HR data primarily involves __________.
a) Employee performance reviews b) Survey responses and feedback
c) Salary reports d) Training program costs
Answer: b
24. What type of HR data would employee engagement surveys primarily produce?
a) Qualitative data b) Quantitative data
c) Payroll data d) Attendance data
Answer: a
25. Which type of data is used to measure employee turnover?
a) Quantitative data b) Qualitative data
c) Financial data d) External market data
Answer: a
26. A key principle of designing HR metrics is __________.
a) Ensuring that metrics are easily understood by all employees
b) Focusing solely on financial costs
c) Making metrics highly technical and complex
d) Linking metrics to strategic business outcomes
Answer: d
27. HR metrics should be __________ to be effective.
a) Subjective and opinion-based b) Simple, clear, and actionable
c) Hidden from employees d) Focused only on costs
Answer: b
28. One of the design principles for effective HR metrics is to ensure that metrics are
__________.
a) Continuously updated and aligned with organizational objectives
b) Kept confidential at all times
c) Based only on past employee performance
d) Ignored by senior management
Answer: a
29. Which principle emphasizes the importance of aligning HR metrics with business goals?
a) Simplicity b) Relevance
c) Transparency d) Accountability
Answer: b
30. A well-designed HR metric should be __________.
a) Able to predict future employee behaviors accurately
b) Easy to collect and report, with clear definitions
c) Complex enough to impress stakeholders
d) Focused only on recruitment activities
Answer: b

31. What is the primary purpose of an HR Scorecard?

a) To measure the success of employee benefits programs
b) To track employee attendance rates
c) To align HR initiatives with business strategy and measure their impact
d) To monitor employee payroll details
Answer: c
32. The HR Scorecard is used to measure HR activities' __________.
a) Financial impact only
b) Operational effectiveness
c) Contribution to organizational objectives
d) Cost efficiency
Answer: c
33. HR Scorecards are best used to track __________.
a) Employee demographic data
b) The alignment between HR practices and business outcomes
c) Recruitment advertising expenses
d) Time spent in meetings
Answer: b
34. The HR Scorecard includes metrics such as __________.
a) Employee satisfaction survey results b) Profit margins of the organization
c) Revenue per employee d) Total sales figures
Answer: c
35. The HR Scorecard was developed to make HR more __________.
a) Operational b) Data-driven and strategic
c) Focused on employee benefits d) Focused on administrative tasks
Answer: b
36. HR dashboards are used to __________.
a) Display real-time HR data for quick insights
b) Track employee grievances
c) Design new HR policies
d) Collect employee feedback
Answer: a
37. What is one of the key features of HR dashboards?
a) Tracking employee compensation only
b) Visualizing HR data for decision-makers
c) Storing employee resumes
d) Collecting payroll data
Answer: b
38. HR dashboards help HR professionals make decisions based on __________.
a) Employee preferences b) Real-time data visualizations
c) Unverified data d) Incomplete reports
Answer: b
39.What is the primary purpose of root cause analysis in data visualization?
A. Identify correlations between data points
B. Determine the underlying cause of a problem
C. Compare trends over time
D. Simplify complex datasets
Answer: B
40. Which visualization technique is most commonly used in identifying
relationships between variables during root cause analysis?
A. Line Chart B. Bar Chart
C. Scatter Plot D. Pie Chart
Answer: C
41. A Pareto chart is used in root cause analysis to:
A. Compare trends over time
B. Identify the most significant factors contributing to a problem
C. Visualize data distribution
D. Measure correlation
Answer: B
42. In root cause analysis, a Fishbone Diagram is also known as:
A. Gantt Chart B. Ishikawa Diagram
C. Funnel Chart D. Histogram
Answer: B
43. Heatmaps are often used in root cause analysis to:
A. Show time series data
B. Compare hierarchical structures
C. Visualize the intensity or frequency of data points
D. Identify seasonal trends
Answer: C
44. Which of the following is typically displayed on an HR dashboard?
a) Employee turnover rate b) Product sales statistics
c) Customer service reviews d) External marketing data
Answer: a
45. HR dashboards are most beneficial when they provide __________.
a) Detailed reports on employee salaries
b) Snapshot views of HR metrics and KPIs for immediate action
c) Historical employee reviews
d) Payroll data breakdowns
Answer: b
46. An HR dashboard is typically designed to be __________.
a) Static and unchangeable b) Easy to update and interact with
c) Used for only annual reports d) Only accessible to HR managers
Answer: b
47. What is a common challenge when using HR dashboards?
a) Overloading dashboards with too many metrics
b) Ensuring employee engagement
c) Managing the payroll system
d) Visualizing marketing trends
Answer: a
48. HR dashboards improve decision-making by __________.
a) Storing large amounts of historical data
b) Providing a real-time snapshot of key HR metrics
c) Reducing the need for strategic planning
d) Collecting employee feedback only
Answer: b
49. What is one of the advantages of using HR dashboards?
a) It reduces the need for HR metrics
b) It enhances the decision-making process with clear visualizations
c) It limits data access to a few managers
d) It focuses solely on recruitment
Answer: b
50. HR dashboards can help identify __________.
a) Employee training gaps b) Employee engagement levels
c) Workforce diversity d) All of the above
Answer: d
5 Marks
1.What are the objective of HR metrics?
2.Explain the components of HR scorecard.
3.Discuss the steps to developed an HR scorecard.
4.What are the features of HR dashboards?
5.List out the types of HR dashboards.
9 Marks
1.Explain the importance of HR metrics.
2.What are the categories of common HR metrics?
3.Discuss the historical evolution of HR metrics.
4.What are the types of HR metrics?
5.List out the types of data.
6.Discuss the design principles of HR metrics.

UNIT -IV
1. What is HR analytics used for in an organization?
a) Automating payroll processes
b) Analyzing and improving HR practices through data
c) Tracking financial transactions
d) Monitoring customer behavior
Answer: b
2. HR analytics involves the use of __________ to improve HR decision-making.
a) Qualitative analysis only b) Big data and statistical methods
c) Manual employee surveys d) Employee reviews only
Answer: b
3. The primary goal of HR analytics is to __________.
a) Track HR costs only
b) Predict future workforce needs and optimize HR operations
c) Evaluate product sales
d) Automate payroll processing
Answer: b
4. HR analytics focuses on transforming data into __________.
a) Personal opinions b) Actionable insights
c) Employee reviews d) Budget reports
Answer: b
5. Which of the following is NOT typically a goal of HR analytics?
a) Improving recruitment strategies b) Enhancing employee engagement
c) Reducing operational costs d) Tracking sales performance
Answer: d
6. The process of HR data collection refers to the __________.
a) Gathering and storing data relevant to HR decisions
b) Analysis of employee complaints
c) Categorization of employee performance ratings
d) Creating employee training programs
Answer: a
7. Which of the following is a method of collecting HR data?
a) Employee performance reviews b) HR analytics software tools
c) Employee surveys and feedback d) All of the above
Answer: d
8. Which of the following data sources can be used for HR analytics?
a) Employee surveys b) Payroll and benefits records
c) Social media profiles of employees d) All of the above
Answer: d
9. HR data collection should be designed to capture data that is __________.
a) General and broad
b) Relevant to HR goals and organizational objectives
c) Focused only on recruitment
d) Related only to employee salary
Answer: b
10. The first step in HR data collection is to __________.
a) Analyze the data b) Identify key HR metrics to track
c) Store data in secure databases d) Present the data to stakeholders
Answer: b
11. Data quality in HR analytics is important because it ensures that __________.
a) Data is readily available for reports
b) HR decisions are based on reliable, accurate, and relevant data
c) Data is collected quickly
d) Data is shared across the organization
Answer: b
12. Which of the following is NOT a factor that affects data quality?
a) Data accuracy b) Data relevance
c) Data collection speed d) Data consistency
Answer: c
13. Poor data quality in HR analytics can lead to __________.
a) Inaccurate conclusions b) Improved employee performance
c) More efficient payroll processing d) Effective decision-making
Answer: a
14. How can HR data quality be improved?
a) By standardizing data entry processes
b) By reducing the amount of data collected
c) By increasing data storage capacity
d) By relying solely on automated systems
Answer: a
15. Data validity is essential in HR analytics because it ensures that data __________.
a) Is current and up to date b) Is easy to collect
c) Reflects true and accurate information d) Is stored in a central location
Answer: c
16. Big data in HR analytics refers to __________.
a) The collection of large volumes of structured and unstructured HR data
b) The use of artificial intelligence in HR decisions
c) Tracking employee attendance manually
d) Standardizing HR processes
Answer: a
17. Big data can help HR departments by __________.
a) Enhancing predictive capabilities and strategic decision-making
b) Reducing employee turnover through salary adjustments
c) Tracking external market conditions only
d) Limiting the number of employees hired
Answer: a
18. Which of the following is an advantage of using big data in HR analytics?
a) It provides real-time insights for better decision-making
b) It reduces the need for data collection
c) It makes HR processes entirely automated
d) It focuses only on payroll management
Answer: a
19. HR departments can use big data to __________.
a) Improve employee engagement and retention
b) Predict future workforce needs
c) Enhance performance management
d) All of the above
Answer: d
20. Which of the following is an example of big data used in HR analytics?
a) Employee satisfaction surveys
b) Social media data about employees' professional lives
c) Payroll records
d) None of the above
Answer: b
21. The first step in the process of data collection for HR analytics is __________.
a) Presenting the data to the executive team
b) Identifying key HR metrics to measure
c) Collecting feedback from employees
d) Visualizing the data
Answer: b
22. During HR data collection, organizations must ensure that __________.
a) Only positive data is collected
b) Data collection methods align with organizational goals
c) Data is collected for every employee every time
d) Data is collected from third-party vendors
Answer: b
23. What is the role of HR software in the data collection process?
a) It automates data collection and storage
b) It generates HR reports only
c) It creates employee training materials
d) It eliminates the need for HR metrics
Answer: a
24. HR departments should ensure that data is collected from __________.
a) Only high-level executives
b) All relevant departments and employee categories
c) External consultants only
d) Employee performance reviews only
Answer: b
25. Which of the following is a key step after collecting HR data?
a) Discarding outdated data
b) Analyzing the data for trends and insights
c) Storing the data in random locations
d) Limiting access to the data
Answer: b
26. Transforming raw data into HR information requires __________.
a) Reducing the amount of data
b) Filtering and analyzing the data to derive insights
c) Collecting data from external sources only
d) Ignoring irrelevant data
Answer: b
27. HR data transformation involves the process of __________.
a) Making the data unstructured
b) Converting raw data into meaningful insights
c) Eliminating irrelevant data from reports
d) Keeping all data in a static format
Answer: b
28. The transformation of HR data into actionable information helps HR professionals
__________.
a) Create new payroll policies
b) Make informed decisions based on evidence
c) Automate all HR processes
d) Ignore external factors affecting HR performance
Answer: b
29. Which of the following is part of transforming HR data into useful information?
a) Removing all data points
b) Analyzing data for patterns and trends
c) Collecting new data without analyzing it
d) Ignoring feedback from employees
Answer: b
30. Data transformation in HR analytics ensures that __________.
a) Only financial data is used for decision-making
b) Data is irrelevant to organizational goals
c) Raw data is made meaningful for business purposes
d) Employee satisfaction is automatically improved
Answer: c
31. HR reporting involves __________.
a) Presenting HR data in a structured format for decision-making
b) Tracking employee attendance daily
c) Reporting only on recruitment performance
d) Conducting exit interviews
Answer: a
32. HR reports should be __________ to help stakeholders make informed decisions.
a) Static and fixed b) Detailed, clear, and actionable
c) Only focused on payroll data d) Unstructured and complex
Answer: b
33. A common goal of HR reporting is to __________.
a) Track organizational marketing campaigns
b) Highlight HR successes and areas for improvement
c) Increase employee salaries
d) Reduce employee turnover
Answer: b
34. HR reports can include data on __________.
a) Employee turnover, performance, and engagement levels
b) Product pricing strategies
c) Customer feedback
d) Sales and marketing results
Answer: a
35. Which of the following is an important principle for effective HR reporting?
a) Use complicated terminology
b) Align reports with organizational objectives and goals
c) Focus only on historical data
d) Limit reporting to executive teams only
Answer: b
37. Which of the following is a benefit of using data visualization in HR?
a) It simplifies complex HR data and trends for better decision-making
b) It eliminates the need for data collection
c) It makes data irrelevant to organizational goals
d) It reduces the amount of data needed
Answer: a
38. Data visualization is most useful when it is __________.
a) Used only for executive reporting
b) Simplified and aligned with key HR metrics
c) Complex and hard to interpret
d) Focused only on payroll data
Answer: b
39. The use of charts and graphs in HR analytics helps stakeholders __________.
a) Quickly understand and act on HR data
b) Ignore data trends
c) Focus only on financial performance
d) Avoid making decisions
Answer: a
40. Which of the following is an example of data visualization in HR?
a) Employee performance dashboards b) Monthly payroll reports
c) Employee turnover spreadsheets d) Annual HR audits
Answer: a
41. What is the main goal of using data visualization tools in HR?
a) To improve employee performance directly
b) To enhance the clarity and accessibility of data for decision-makers
c) To collect employee feedback
d) To focus on operational data only
Answer: b
42. Root cause analysis in HR is used to __________.
a) Understand the underlying factors driving HR issues
b) Collect payroll data
c) Monitor employee attendance
d) Hire new employees
Answer: a
43. Root cause analysis helps HR departments __________.
a) Identify and address the causes of HR challenges rather than just the symptoms
b) Focus only on employee satisfaction surveys
c) Reduce the number of employees in the organization
d) Minimize the number of training programs
Answer: a
44. Which of the following is a common method used in root cause analysis?
a) Surveys and questionnaires b) The 5 Whys technique
c) Employee performance reviews d) Tracking employee salary data
Answer: b
45. The primary purpose of conducting a root cause analysis in HR is to __________.
a) Find short-term solutions to employee issues
b) Prevent recurring HR problems by addressing the underlying cause
c) Increase employee turnover rates
d) Focus on external factors affecting HR
Answer: b
46. When conducting a root cause analysis, HR professionals should focus on __________.
a) Finding immediate solutions to HR problems
b) Identifying underlying issues and systemic patterns
c) Reducing the number of employees involved in the process
d) Setting new policies without data backing
Answer: b
47. Root cause analysis is an important tool for HR because it helps organizations __________.
a) Focus on surface-level symptoms rather than the causes of problems
b) Make data-driven decisions and solve persistent HR challenges
c) Automate the hiring process
d) Focus only on payroll and benefits
Answer: b
48. Which of the following is a common outcome of root cause analysis in HR?
a) Increased employee engagement and retention
b) A significant decrease in employee complaints without understanding the cause
c) Improved training programs based on identified root causes
d) More complex and unclear HR processes
Answer: c
49. HR data integration involves __________.
a) Storing all HR data in separate systems
b) Combining data from various sources to create a unified view
c) Ignoring external sources of data
d) Using only payroll data
Answer: b
50. One of the challenges in data integration for HR analytics is __________.
a) Ensuring data is collected in one format
b) Handling data from diverse and unconnected sources
c) Reducing the volume of data collected
d) Storing data for a limited time
Answer: b
5 MARKS
1.What are the process of HR data collection?
2.List out the objectives of big data in HR analytics.
3.Explain the steps of identify data sources.
4.Discuss the process of data extraction.
5.What are the types of HR reporting?
9 MARKS
1.List out the types of HR data collection methods.
2.Explain the methods of HR data collection?
3.Write down the importance of data quality.
4.What are the advantages and disadvantages of data quality?
5.Discuss the steps involved in root causes analysis in HR analytics.
6.Explain the types of big data in HR analytics?
7.What are the advantages and disadvantages HR reporting?
UNIT - V
1. HR predictive modeling primarily helps HR professionals to __________.
a) Analyze historical HR data only
b) Forecast future HR trends and behaviors
c) Track employee attendance
d) Collect employee feedback
Answer: b
2. Predictive analytics in HR is used to __________.
a) Make historical data more complex
b) Predict outcomes such as employee turnover, performance, and retention
c) Focus on immediate, short-term decisions
d) Analyze only payroll data
Answer: b
3. The main difference between predictive analytics and descriptive analytics is __________.
a) Predictive analytics analyzes past data, while descriptive analytics forecasts future outcomes
b) Descriptive analytics focuses on understanding past data, while predictive analytics forecasts
future outcomes
c) Predictive analytics requires more data, while descriptive analytics does not
d) Descriptive analytics is used only for marketing
Answer: b
4. Predictive HR analytics helps organizations to __________.
a) Focus only on financial data
b) Make decisions based on employee intuition
c) Forecast potential HR challenges and opportunities
d) Ignore external factors affecting HR
Answer: c
5. The first phase in the predictive analytics process is __________.
a) Modeling b) Data collection and preparation
c) Evaluation of model results d) Identifying root causes
Answer: b
6. Which of the following is the second phase in predictive analytics?
a) Data collection b) Data cleaning and preprocessing
c) Model development d) Interpretation of results
Answer: b
7. In predictive analytics, the third phase is typically __________.
a) Data collection b) Model evaluation and validation
c) Data storage d) Report generation
Answer: b
8. The final phase in predictive analytics involves __________.
a) Building the model
b) Deploying the model and interpreting its results
c) Gathering feedback from employees
d) Collecting historical data
Answer: b
9. Which of the following is a commonly used tool for predictive analytics in HR?
a) Excel spreadsheets b) HR dashboards
c) Machine learning algorithms d) Manual reporting
Answer: c
10. A key technique used in predictive HR analytics is __________.
a) Linear regression b) Six Sigma
c) SWOT analysis d) PESTLE analysis
Answer: a
11. Which of the following is a common quantitative method used in predictive HR analytics?
a) Linear regression b) Focus group analysis
c) Qualitative interviews d) PESTLE analysis
Answer: a
12. In quantitative HR analytics, regression analysis is used to __________.
a) Predict the relationship between dependent and independent variables
b) Focus on qualitative data
c) Measure employee engagement
d) Collect employee feedback
Answer: a
13. A quantitative model that predicts employee turnover based on factors like job satisfaction
and tenure is an example of __________.
a) Time-series analysis b) Logistic regression
c) Cluster analysis d) SWOT analysis
Answer: b
14. Which of the following is NOT a typical use of quantitative models in HR?
a) Predicting employee retention
b) Calculating employee satisfaction scores
c) Estimating future payroll expenses
d) Forecasting employee exit likelihood based on demographics
Answer: b
15. What is the primary purpose of using quantitative models in HR analytics?
a) To forecast future HR outcomes based on historical and real-time data
b) To improve employee engagement without data
c) To collect anecdotal evidence about HR processes
d) To make qualitative decisions about recruitment strategies
Answer: a
16. The first step in the predictive analytics process is usually to __________.
a) Develop the predictive model b) Collect and prepare the data
c) Evaluate the model's performance d) Interpret the results
Answer: b
17. Which of the following is the main objective of data preparation in predictive analytics?
a) To design the final model
b) To clean, transform, and structure the data for analysis
c) To visualize the data for the first time
d) To analyze historical data for trends
Answer: b
18. After collecting and preparing data, the next step in the predictive analytics process is to
__________.
a) Train the predictive model b) Interpret the findings
c) Evaluate model accuracy d) Collect more data
Answer: a
19. During the training phase of predictive modeling, the model is exposed to __________.
a) Raw data
b) Historical data to learn patterns and relationships
c) Data visualizations
d) Employee feedback surveys
Answer: b
20. Which of the following is a common technique used during the model development phase of
predictive analytics?
a) Regression analysis b) Data collection
c) Focus group discussions d) Random sampling
Answer: a
21.The first phase in predictive analytics is typically to __________.
a) Collect data from employees
b) Train the predictive model
c) Define the problem and objectives of the analysis
d) Evaluate the results of the model
Answer: c
22. In the second phase of predictive analytics, the focus is on __________.
a) Developing the predictive model
b) Identifying data sources and collecting data
c) Analyzing model results
d) Deploying the model into decision-making processes
Answer: b
23. What is the primary activity during the data preparation phase of predictive analytics?
a) Deploying the model
b) Collecting new data from external sources
c) Cleaning, structuring, and transforming the data for analysis
d) Setting long-term HR goals
Answer: c
24. In the model development phase of predictive analytics, the objective is to __________.
a) Interpret and present the results
b) Train the model using historical data to make predictions
c) Evaluate the model for accuracy
d) Deploy the model in HR decision-making
Answer: b
25. The model evaluation phase is primarily concerned with __________.
a) Gathering feedback from employees
b) Validating the model using new data to ensure its predictive accuracy
c) Collecting data on employee satisfaction
d) Deploying the predictive model in HR systems
Answer: b
26. Which phase follows the model development phase in predictive analytics?
a) Data collection b) Model evaluation and validation
c) Model deployment d) Data preparation
Answer: b
27. After the model has been validated in the evaluation phase, the next step is to __________.
a) Start over with new data
b) Deploy the model into the operational decision-making process
c) Collect more data for testing
d) Conduct further cleaning of the data
Answer: b
28. In the final phase of predictive analytics, which activity takes place?
a) Collecting more data
b) Testing the model with new datasets
c) Deploying the model and using the insights for decision-making
d) Designing the model
Answer: c
29. Which of the following is a key activity in the monitoring and maintenance phase of a
predictive model?
a) Collecting historical data
b) Ensuring the model remains accurate as new data becomes available
c) Conducting employee surveys
d) Developing new models without using data
Answer: b
30. In the feedback loop phase, HR professionals should __________.
a) Evaluate the performance of the model continuously and adjust it based on new data
b) Collect feedback from employees about the model’s predictions
c) Immediately discard ineffective models
d) Implement HR decisions without analyzing model results
Answer: a
31.Which of the following predictive models is most commonly used for predicting outcomes
based on quantitative data in HR?
a) Decision Trees b) Linear Regression
c) Focus Group Analysis d) SWOT Analysis
Answer: b
32. In predictive analytics, when you use a linear regression model, you are attempting to
__________.
a) Identify relationships between two or more variables
b) Predict a categorical outcome
c) Group employees based on similar characteristics
d) Focus on qualitative analysis
Answer: a
33. Which predictive model is typically used for classification tasks in HR analytics (e.g.,
predicting whether an employee will stay or leave)?
a) Logistic Regression b) Linear Regression
c) Hierarchical Clustering d) Time-Series Forecasting
Answer: a
34. A decision tree model in predictive analytics helps HR professionals by __________.
a) Grouping employees into clusters based on similarity
b) Predicting the probability of an event by splitting the data into decision nodes
c) Visualizing employee satisfaction trends over time
d) Estimating future sales based on HR data
Answer: b
35. In the context of predictive HR analytics, logistic regression is useful when predicting
__________.
a) Continuous values such as employee salary
b) Binary outcomes such as whether an employee will leave the organization or stay
c) Grouped data based on employee roles
d) Monthly employee performance scores
Answer: b
36. A random forest model is used in HR analytics to __________.
a) Analyze large datasets by creating multiple decision trees and combining them for better
accuracy
b) Predict employee tenure based on linear relationships
c) Focus on time-series predictions only
d) Use historical data without analyzing employee behaviors
Answer: a
37. In HR analytics, a time-series forecasting model is commonly used for __________.
a) Predicting employee turnover at specific time intervals
b) Analyzing relationships between performance and compensation
c) Classifying employees based on job satisfaction
d) Identifying employee groups with high retention rates
Answer: a
38. Which model would be appropriate to predict employee turnover in the next quarter based on
current trends?
a) Time-Series Analysis b) Logistic Regression
c) Hierarchical Clustering d) K-Means Clustering
Answer: a
39. In predictive HR analytics, support vector machines (SVM) are used to __________.
a) Predict employee turnover by finding the optimal hyperplane that divides the classes (e.g.,
leave or stay)
b) Estimate employee performance
c) Perform clustering of employee data
d) Predict future hiring trends in the company
Answer: a
40. When applying predictive analytics to HR data, which of the following is a key factor for
selecting the right predictive model for quantitative data?
a) The size of the employee database
b) The type of outcome (continuous or categorical) being predicted
c) The number of interviews conducted with employees
d) The amount of feedback from external stakeholders
Answer: b
41. In the context of predictive analytics, the information required for analysis typically includes
__________.
a) Only qualitative data from employee surveys
b) Historical and real-time data about employees and organizational processes
c) Social media feedback only
d) Sales data from the organization
Answer: b
42. Which type of data is most commonly used for predictive analysis in HR?
a) Payroll data only
b) Structured data such as employee demographics, performance, and tenure
c) Data from external marketing sources
d) Random data from different departments
Answer: b
43. In HR predictive analytics, which of the following is an example of qualitative information
used for analysis?
a) Employee performance ratings b) Employee engagement survey results
c) Time-to-fill recruitment data d) Absenteeism data
Answer: b
44. What is the role of employee demographic data in predictive analytics?
a) It is used to develop qualitative employee experiences
b) It provides insights into factors like turnover risk, performance, and retention
c) It is not useful for predictive analytics
d) It is mainly used for payroll calculations
Answer: b
45. Which type of data is considered most useful for identifying trends in employee behavior in
predictive HR analytics?
a) Historical HR data such as turnover, attendance, and compensation
b) Random social media posts about the company
c) Survey data on company culture
d) Financial data unrelated to HR processes
Answer: a
46. For predictive analysis, HR teams typically need __________.
a) A small sample of employee data
b) Accurate and comprehensive data covering various HR metrics such as performance,
compensation, and employee engagement
c) Data only about the employees who have left the company
d) Marketing and customer data
Answer: b
47. The accuracy of predictive models in HR analytics is highly dependent on __________.
a) Employee feedback only
b) The quality, completeness, and relevance of the data used in analysis
c) The number of employees in the organization
d) The timing of data collection
Answer: b
48. Which of the following data points is critical when predicting employee turnover using
predictive analytics?
a) The number of emails an employee receives
b) Employee satisfaction scores, tenure, and job performance
c) The age of the office building
d) Employee favorite hobbies
Answer: b
49. In HR predictive analytics, which of the following is a common source of information used
for analysis?
a) Employee payroll data b) Marketing campaign performance data
c) Company sales data d) Customer satisfaction surveys
Answer: a
50. In predictive analytics for HR, the information required for analysis should ideally be
__________.
a) Random and unstructured b) Well-organized, consistent, and timely
c) Limited to historical data only d) Focused only on employee performance
Answer: b
5 MARKS
1.List out the types of HR predictive models.
2.Explain the technique of HR predictive models.
3.What are the objectives of software solution in HR analytics?
4.Write down the benefits of HR predictive analytics models.
5.Discuss the importance of predictive analytics models in quantitative data.
9 MARKS
1.Explain the different phase in HR predictive models.
2.Write down the predictive analytics tools and techniques.
3.What are the types of predictive analytics?
4.Discuss about software solution in HR analytics.
5.Explain the classification of predictive analytics models.
6.List out the steps involved in predictive analytics model.
7.What are the advantages and disadvantages of predictive analytics models?