HR Analytics And Ai

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| By Singh.dhruv082
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Singh.dhruv082
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Quizzes Created: 1 | Total Attempts: 286
Questions: 20 | Attempts: 286

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HR Analytics And Ai - Quiz


Questions and Answers
  • 1. 

    Use of data, facts, analytics and evaluated research for making decision is

    • A.

      Evidence based HRM

    • B.

      HR Analytics

    • C.

      Both A and B

    • D.

      None of above

    Correct Answer
    A. Evidence based HRM
    Explanation
    Evidence-based HRM refers to the practice of using data, facts, analytics, and evaluated research to make informed decisions in the field of human resource management. This approach ensures that decisions are based on objective evidence rather than subjective opinions or assumptions. By relying on evidence, HR professionals can make more accurate and effective decisions that are supported by data and research. Therefore, the correct answer is Evidence-based HRM.

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  • 2. 

    Peoplise is a tool to ____

    • A.

      track a candidate’s journey through the interview process

    • B.

      Analyze people-related data and offers smart recommendations and decisions

    • C.

      Facilitate digital screening and online interviews to help hiring managers decide on the potential hire

    • D.

      None of these

    Correct Answer
    C. Facilitate digital screening and online interviews to help hiring managers decide on the potential hire
    Explanation
    Peoplise is a tool that facilitates digital screening and online interviews to help hiring managers decide on the potential hire. This means that Peoplise provides a platform for conducting digital screenings and interviews, making it easier for hiring managers to assess candidates and make informed decisions about their suitability for the job.

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  • 3. 

    Advanced pattern recognition technology can be used in

    • A.

      Application Screening

    • B.

      Employee Turnover detection

    • C.

      Both A and B

    • D.

      None of these

    Correct Answer
    B. Employee Turnover detection
    Explanation
    Advanced pattern recognition technology can be used in employee turnover detection. This technology can analyze various patterns and trends in employee behavior, performance, and other factors to identify potential turnover risks. By identifying patterns such as decreased job satisfaction, increased absenteeism, or changes in performance, organizations can take proactive measures to address these issues and potentially retain valuable employees. This technology can also help in predicting future turnover and developing strategies to minimize it, ultimately improving employee retention and organizational success.

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  • 4. 

    CRM ____

    • A.

      Comprises all programming that analyzes data about customers and presents it to help facilitate and streamline better business decisions.

    • B.

      Is a type of natural language processing for tracking the mood of the public about a particular product.

    • C.

      Is the use of, or the capacity to use, data and related resources as soon as the data enters the system

    • D.

      Is the application of math, statistics and modeling to worker-related data to see and predict patterns.

    Correct Answer
    A. Comprises all programming that analyzes data about customers and presents it to help facilitate and streamline better business decisions.
  • 5. 

    Predictive Analytics ___

    • A.

      Shows what's happening in a company at a basic level, including inventory information, social analytics, production history, financial information and customer data

    • B.

      Makes program development and HCM easier by taking data from the previous phases and translating it into reliable predictions of what is likely to happen in the future.

    • C.

      Takes HCM data and workforce insights and show business leaders the potential impacts of decisions

    • D.

      None of These

    Correct Answer
    B. Makes program development and HCM easier by taking data from the previous phases and translating it into reliable predictions of what is likely to happen in the future.
    Explanation
    Predictive Analytics makes program development and HCM easier by using data from previous phases to make reliable predictions about future events. This involves analyzing various types of data such as inventory information, social analytics, production history, financial information, and customer data. By using predictive analytics, businesses can make informed decisions and plan for the future based on the potential impacts of their actions.

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  • 6. 

    RPA stands for:

    • A.

      Robotic Process Automation

    • B.

      Remote Processing Authority

    • C.

      Random Processing Action

    • D.

      None of these

    Correct Answer
    A. Robotic Process Automation
    Explanation
    RPA stands for Robotic Process Automation, which refers to the use of software robots or bots to automate repetitive and rule-based tasks in business processes. These bots can mimic human actions and interact with various systems and applications to perform tasks such as data entry, data manipulation, and report generation. RPA helps organizations increase efficiency, reduce errors, and improve productivity by automating mundane tasks and allowing human employees to focus on more strategic and value-added activities.

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  • 7. 

    What does CQ stand for?

    • A.

      Compliance Quotient

    • B.

      Curiosity Quotient

    • C.

      Communication Quotient

    • D.

      Consultation Quotient

    Correct Answer
    B. Curiosity Quotient
    Explanation
    CQ stands for Curiosity Quotient. Curiosity Quotient refers to a person's level of curiosity or their inclination to seek out new knowledge and experiences. It measures an individual's curiosity and their desire to explore, learn, and understand the world around them. A high Curiosity Quotient indicates a person who is naturally curious, open-minded, and eager to learn, while a low CQ suggests a lack of interest in exploring new ideas or seeking out new experiences.

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  • 8. 

    Which of the following does not form a part of the Pyramid of Work?

    • A.

      Analytics

    • B.

      Automation

    • C.

      Technical Knowledge

    • D.

      Talent

    Correct Answer
    C. Technical Knowledge
    Explanation
    The Pyramid of Work is a framework that represents the different levels of skills and abilities required in a job or profession. It typically consists of foundational skills at the base, followed by technical knowledge, talent, and finally, analytics and automation at the top. In this context, technical knowledge is not considered a part of the Pyramid of Work, as it is positioned as a separate element rather than being included within the pyramid structure.

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  • 9. 

    When is it suggested to go for RPA?

    • A.

      When the work includes the functioning of only hands and eyes

    • B.

      When the work includes the functioning of only brain

    • C.

      When the work includes working of eyes, hands and brain

    • D.

      None of the above

    Correct Answer
    A. When the work includes the functioning of only hands and eyes
    Explanation
    RPA, or Robotic Process Automation, is suggested when the work involves tasks that can be automated by mimicking human actions. In this case, when the work includes the functioning of only hands and eyes, it implies that the tasks primarily involve manual actions and visual perception. RPA can automate these tasks, allowing for increased efficiency and accuracy.

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  • 10. 

    Is it desirable that candidates negotiate about their pay with the company?

    • A.

      Yes

    • B.

      No

    • C.

      Not Sure

    Correct Answer
    A. Yes
    Explanation
    It is desirable for candidates to negotiate about their pay with the company because it allows them to advocate for their worth and potentially secure a higher salary or better benefits. Negotiating shows confidence, assertiveness, and a willingness to stand up for oneself, which are all positive qualities that employers often value. Additionally, negotiating can lead to a more equitable and fair compensation package, ensuring that candidates are being paid what they deserve for their skills and experience.

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  • 11. 

    Which company is using AI to screen candidates?

    • A.

      P&G

    • B.

      Unilever

    • C.

      Reliance Retail

    • D.

      Nestle

    Correct Answer
    B. Unilever
    Explanation
    Unilever is the correct answer because they are using AI technology to screen candidates. This means that they are using artificial intelligence algorithms and software to analyze and assess job applicants, potentially saving time and improving the efficiency of their hiring process. By utilizing AI in candidate screening, Unilever may be able to identify the most qualified candidates more effectively and make more informed decisions about who to hire.

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  • 12. 

    Data with low variance is suitable for RPA.

    • A.

      TRUE

    • B.

      FALSE

    Correct Answer
    A. TRUE
    Explanation
    Data with low variance is suitable for RPA because low variance indicates that the data points are close to the mean. This means that the data is consistent and predictable, making it easier for RPA algorithms to analyze and make accurate decisions based on the data. In contrast, data with high variance has a wide range of values, making it more challenging for RPA algorithms to interpret and make reliable decisions. Therefore, data with low variance is preferred for RPA applications.

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  • 13. 

    Which of the following companies has its Global In-house Centre(GIC) in India?

    • A.

      American Express

    • B.

      General Electric

    • C.

      Both (1) and (2)

    • D.

      None of the above

    Correct Answer
    C. Both (1) and (2)
    Explanation
    Both American Express and General Electric have their Global In-house Centers (GIC) in India. This means that both companies have established their own dedicated centers in India to carry out various business functions and operations. Having GICs in India allows these companies to take advantage of the skilled workforce, cost-effective operations, and other benefits that the country offers.

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  • 14. 

    Which of the following is true?

    • A.

      AI is a part of Machine Learning.

    • B.

      Machine Learning is an application of AI.

    • C.

      Deep learning and Machine Learning are one and the same.

    • D.

      None of the above.

    Correct Answer
    B. Machine Learning is an application of AI.
    Explanation
    Machine Learning is an application of AI because it involves the development of algorithms and models that enable computers to learn and make predictions or decisions without being explicitly programmed. AI, on the other hand, is a broader field that encompasses various techniques and approaches to simulate human intelligence. Machine Learning is one of the ways in which AI can be implemented, but it is not the only approach. Deep learning is a subset of Machine Learning that focuses on using neural networks with multiple layers, but it is not the same as Machine Learning as a whole. Therefore, the correct answer is that Machine Learning is an application of AI.

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  • 15. 

    Getting solutions for business problems from multiple freelancers instead of a consulting firm, is called

    • A.

      Freelancer Consulting

    • B.

      Crowdsourced Consulting

    • C.

      Unconventional consulting

    • D.

      None of the above

    Correct Answer
    B. Crowdsourced Consulting
    Explanation
    Crowdsourced consulting refers to the practice of obtaining solutions for business problems from multiple freelancers rather than hiring a traditional consulting firm. This approach allows businesses to tap into a diverse pool of talent and expertise, potentially leading to more innovative and cost-effective solutions. By leveraging the collective intelligence and creativity of a crowd, businesses can access a wide range of perspectives and ideas.

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  • 16. 

    Adjusting the decisions before actually taking them on the basis of future outcomes is called

    • A.

      Data Mining

    • B.

      Prescriptive Analytics

    • C.

      Predictive Analytics

    • D.

      Big Data

    Correct Answer
    B. Prescriptive Analytics
    Explanation
    Prescriptive analytics involves analyzing data to determine the best course of action before making decisions. It goes beyond predictive analytics, which only forecasts future outcomes, by providing recommendations on how to optimize those outcomes. Prescriptive analytics uses techniques such as optimization, simulation, and decision analysis to suggest the most effective actions to achieve desired goals. It helps organizations make informed decisions by considering various scenarios and their potential impact on future outcomes.

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  • 17. 

    Why aren't employee engagement surveys always reliable?

    • A.

      Employees fear being too honest.

    • B.

      The survey quality is substandard.

    • C.

      They represent only a snapshot in time.

    • D.

      All of the above

    Correct Answer
    D. All of the above
    Explanation
    Employee engagement surveys may not always be reliable because employees may fear being too honest and providing truthful feedback. This fear can arise from concerns about potential repercussions or negative consequences for speaking up. Additionally, the survey quality may be substandard, leading to biased or inaccurate results. Moreover, these surveys represent only a snapshot in time and may not capture the full range of employee experiences and sentiments. Therefore, all of the above reasons contribute to the potential unreliability of employee engagement surveys.

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  • 18. 

    Which of the following is/are the sub-system(s) of HRIS?

    • A.

      Position control and budgeting system

    • B.

      Compensation management system

    • C.

      Performance management system

    • D.

      All of the above

    Correct Answer
    D. All of the above
    Explanation
    The correct answer is "All of the above". This is because position control and budgeting system, compensation management system, and performance management system are all sub-systems of HRIS. These sub-systems are used to manage different aspects of human resources, such as tracking positions and budgets, managing employee compensation, and evaluating employee performance.

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  • 19. 

    Which of the following is NOT one of the phases of human resource metrics analysis?

    • A.

      Justification

    • B.

      Engagement

    • C.

      Effectiveness

    • D.

      Value Creation

    Correct Answer
    B. Engagement
    Explanation
    Engagement is not one of the phases of human resource metrics analysis. The phases of human resource metrics analysis typically include justification, effectiveness, and value creation. Engagement, on the other hand, refers to the level of involvement, commitment, and satisfaction that employees have towards their work and the organization. While engagement is an important aspect of human resource management, it is not specifically categorized as a phase of metrics analysis.

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  • 20. 

    Which of the following is not an advantage of the Human Resource Information System?

    • A.

      A reduction in labour cost

    • B.

      The ability to manage voluminous data

    • C.

      Better supervision and control over the human resources

    • D.

      None of the above

    Correct Answer
    D. None of the above
    Explanation
    The correct answer is "None of the above." This means that all of the options listed are advantages of the Human Resource Information System (HRIS). A reduction in labor cost can be achieved through automation and streamlining of HR processes. The ability to manage voluminous data allows for efficient storage and retrieval of employee information. Better supervision and control over human resources can be achieved through the use of HRIS tools such as performance management systems and attendance tracking. Therefore, all of these options are advantages of an HRIS.

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