HR Analytics MCQ Quiz
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Take this HR Analytics MCQ quiz today to find out exactly where you stand concerning others who have also taken this test. HR analytics, also known as people analytics, workforce analytics, or talent analytics, is a process of collecting and analyzing talent data to improve critical talent and business outcomes. HR analytics is a critical component of human resource management. This is an informative and comprehensive test designed to test your knowledge of Human Resource Analytics and how much you can recall regarding HR analytics.
Questions and Answers
- 1.
______ Analytics is the use of computational and visualization methods to derive and leverage insights about shared values and beliefs in organizations.
- A.
Cultural
- B.
People
- C.
Competency
- D.
Recruitment
Correct Answer
A. CulturalExplanation
Cultural analytics is the use of computational and visualization methods to derive and leverage insights about shared values and beliefs in organizations. This involves analyzing data related to cultural aspects such as language, symbols, and social interactions within an organization to understand and shape its culture. By studying cultural patterns and behaviors, organizations can gain a better understanding of their employees' values and beliefs, which can help in decision-making, improving employee engagement, and fostering a positive work environment.Rate this question:
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- 2.
______ is the tool used for screening resumes according to the requirements of the job.
- A.
IBM Kenexa
- B.
Sofi
- C.
Jobvite
- D.
Ideal
Correct Answer
B. SofiExplanation
Sofi is the tool used for screening resumes according to the requirements of the job.Rate this question:
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- 3.
Information type which focuses on accomplishments of employees is classified as:
- A.
Trait based information
- B.
Behavior based information
- C.
Results based information
- D.
Coaching based information
Correct Answer
C. Results based informationExplanation
Results based information focuses on the accomplishments of employees. It emphasizes the outcomes and achievements of individuals, such as meeting targets, completing projects, or exceeding expectations. This type of information provides a quantitative measure of performance and allows for evaluation and recognition of employees based on their results. It is often used for performance appraisals and goal setting, as it provides concrete evidence of an employee's contributions and effectiveness in their role.Rate this question:
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- 4.
What is generally the biggest challenge in effectively implementing change?
- A.
Overcoming people and organizational resistance
- B.
Building strategic alignment
- C.
Dealing with concurrent mergers, acquisitions, and downsizing
- D.
Communicating and training individuals about the change
Correct Answer
D. Communicating and training individuals about the changeExplanation
The biggest challenge in effectively implementing change is usually communicating and training individuals about the change. This is because people may resist change and may not fully understand the reasons behind it. Effective communication and training can help address these concerns and ensure that individuals are informed and prepared for the change.Rate this question:
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- 5.
Which of the following is the process of analyzing how well an organization acquires and hence retains talent?
- A.
Competency Acquisition Analytics
- B.
Recruitment Channel Analytics
- C.
Capability Analytics
- D.
Capacity Analytics
Correct Answer
A. Competency Acquisition AnalyticsExplanation
Competency Acquisition Analytics refers to the process of analyzing how well an organization acquires and retains talent. This involves assessing the organization's ability to identify and attract individuals with the necessary competencies and skills, as well as evaluating the effectiveness of talent retention strategies. By analyzing competency acquisition, organizations can identify areas of improvement and make informed decisions to enhance their talent acquisition and retention processes.Rate this question:
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- 6.
Name the talent management process that allows you to identify the capabilities or core competencies you want and need in your business.
- A.
Competency Acquisition Analytics
- B.
Recruitment Channel Analytics
- C.
Capability Analytics
- D.
Capacity Analytics
Correct Answer
C. Capability AnalyticsExplanation
Capability Analytics is the talent management process that allows you to identify the capabilities or core competencies you want and need in your business. This process involves analyzing and assessing the skills, knowledge, and abilities of your workforce to determine if they align with the strategic goals and objectives of the organization. By using Capability Analytics, you can identify any skill gaps or areas for development, as well as make informed decisions regarding recruitment, training, and succession planning.Rate this question:
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- 7.
The number of employees who left the company during a specified time period when divided by the total number of employees that were there at the start of the time period gives:
- A.
Employee Churn Rate
- B.
Employee Turnover Rate
- C.
Both 1 & 2
- D.
None of the above
Correct Answer
C. Both 1 & 2Explanation
The correct answer is both 1 & 2. The number of employees who left the company during a specified time period divided by the total number of employees at the start of the time period gives both the Employee Churn Rate and the Employee Turnover Rate. The churn rate measures the rate at which employees leave the company, while the turnover rate measures the rate at which employees are replaced or leave the company. Therefore, both 1 & 2 are correct.Rate this question:
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- 8.
_______ deals with category/specific types of employees who are at high flight risk.
- A.
Competency Acquisition Analytics
- B.
Retention Risk Analytics
- C.
Capability Analytics
- D.
Capacity Analytics
Correct Answer
B. Retention Risk AnalyticsExplanation
Retention Risk Analytics deals with category/specific types of employees who are at high flight risk. This means that it focuses on analyzing and identifying employees who are likely to leave the organization. By using data and analytics, it helps organizations to proactively identify and address the factors that may lead to employee turnover. This can include factors such as job satisfaction, career development opportunities, compensation, and work-life balance. By understanding and addressing these factors, organizations can take proactive measures to retain their high-risk employees and reduce turnover.Rate this question:
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- 9.
___________ are measurements used to track hiring success and optimize the process of hiring candidates for an organization.
- A.
Recruiting Channel
- B.
Recruiting Metrics
- C.
Recruiting Process
- D.
None of the above
Correct Answer
B. Recruiting MetricsExplanation
Recruiting metrics are measurements used to track hiring success and optimize the process of hiring candidates for an organization. These metrics provide valuable insights into the effectiveness of different recruitment strategies and help identify areas for improvement. By analyzing metrics such as time-to-fill, cost-per-hire, and quality of hire, organizations can make data-driven decisions to enhance their recruitment efforts and ensure they are attracting and selecting the best candidates for their needs.Rate this question:
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- 10.
Employee churn analytics takes into consideration _______ termination of employees.
- A.
Voluntary
- B.
Involuntary
- C.
Both voluntary & involuntary
- D.
None of the above
Correct Answer
C. Both voluntary & involuntaryExplanation
Employee churn analytics takes into consideration both voluntary and involuntary termination of employees. This means that when analyzing employee churn, organizations consider both instances where employees choose to leave the company on their own accord (voluntary) as well as situations where employees are terminated by the company (involuntary). By including both types of terminations in the analysis, organizations can gain a comprehensive understanding of the factors that contribute to employee turnover and make informed decisions to reduce churn.Rate this question:
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- 11.
Position Analysis Questionnaire (PAQ) for job analysis is:
- A.
Quantitative Technique
- B.
Qualitative Technique
- C.
Both A and B
- D.
None of these
Correct Answer
C. Both A and BExplanation
The Position Analysis Questionnaire (PAQ) for job analysis is considered both a quantitative and qualitative technique. It is quantitative because it uses a standardized questionnaire with numerical ratings to collect data on various job characteristics. It is also qualitative because it includes open-ended questions that allow for subjective descriptions and interpretations of job tasks and requirements. Therefore, the PAQ combines both quantitative and qualitative approaches to provide a comprehensive analysis of a job.Rate this question:
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- 12.
Relationships section of job description defines who would you:
- A.
Supervise
- B.
Report to
- C.
Work with
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The given answer "All of the above" is correct because the relationships section of a job description typically includes information about the different individuals or groups that the job holder would interact with. This includes supervising subordinates, reporting to a higher authority, and collaborating with colleagues or teams. Therefore, all three options mentioned in the question are covered in the relationships section of a job description.Rate this question:
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- 13.
What are the benefits required by law to provide to all employees called?
- A.
Statutory benefits
- B.
Medical benefits
- C.
Direct benefits
- D.
All of the above
Correct Answer
A. Statutory benefitsExplanation
Statutory benefits are the benefits that are mandated by law and are required to be provided to all employees. These benefits include various provisions such as minimum wage, overtime pay, paid leave, health insurance, retirement benefits, and workers' compensation. These benefits are designed to protect the rights and well-being of employees and ensure a minimum standard of living and working conditions. Therefore, the correct answer is "Statutory benefits".Rate this question:
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- 14.
Which of the following is a tool for HR Analytics?
- A.
Zoho People
- B.
IBM Kenexa
- C.
People Analytics by TrenData
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
All of the options mentioned (Zoho People, IBM Kenexa, and People Analytics by TrenData) are tools that can be used for HR Analytics. HR Analytics involves using data and analytics to make informed decisions about various aspects of human resources, such as recruitment, performance management, employee engagement, and workforce planning. These tools provide HR professionals with the ability to collect, analyze, and interpret data related to their workforce, enabling them to gain insights and make data-driven decisions to optimize their HR processes and strategies.Rate this question:
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- 15.
Capacity analytics is used to study the impact on:
- A.
Culture
- B.
Employee
- C.
Customer
- D.
Revenue
Correct Answer
D. RevenueExplanation
Capacity analytics is used to study the impact on revenue. This means that by analyzing capacity, businesses can determine how it affects their revenue generation. Capacity analytics helps in understanding and optimizing the resources, processes, and operations necessary to meet customer demand and generate revenue. By studying capacity, businesses can identify areas where they can increase efficiency, reduce costs, and ultimately improve revenue generation.Rate this question:
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- 16.
All of the following are sources of data for Recruitment Channel Analytics, except:
- A.
Surveys
- B.
Post-Training Assessment
- C.
Glassdoor.com
- D.
Entry Interviews
Correct Answer
B. Post-Training AssessmentExplanation
Recruitment Channel Analytics is a process that involves analyzing data from various sources to evaluate the effectiveness of different recruitment channels. Surveys, Glassdoor.com, and entry interviews are all potential sources of data that can provide insights into the recruitment process. However, post-training assessments are not typically used as a source of data for recruitment channel analytics. These assessments are usually conducted after an employee has been hired and trained, and they focus on evaluating the effectiveness of the training program rather than the recruitment channel.Rate this question:
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- 17.
Which of the following is not a benefit of Corporate Culture Analytics?
- A.
Tracks changes in culture
- B.
Ensures that the right people are hired to fit in corporate culture
- C.
Ensures that the right people are hired for the vacant positions
- D.
Creates early warning systems for a toxic culture
Correct Answer
C. Ensures that the right people are hired for the vacant positionsExplanation
Corporate Culture Analytics is a tool that helps organizations track changes in their culture, create early warning systems for toxic culture, and ensure that the right people are hired to fit in the corporate culture. However, it does not specifically focus on ensuring that the right people are hired for vacant positions. This means that while Corporate Culture Analytics can provide valuable insights and data to support the hiring process, it is not the sole factor in determining whether someone is the right fit for a specific job vacancy.Rate this question:
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- 18.
The essence of decision analysis is
- A.
Breaking down complex situations into manageable elements.
- B.
Choosing the best course of action among alternatives.
- C.
Finding the root cause of why something has gone wrong.
- D.
Thinking ahead of negative consequences.
Correct Answer
B. Choosing the best course of action among alternatives.Explanation
The essence of decision analysis is choosing the best course of action among alternatives. Decision analysis involves evaluating different options and selecting the one that is most likely to lead to the desired outcome. By considering various alternatives, decision analysis helps to identify the most effective solution to a problem or situation. It involves weighing the pros and cons of each alternative, considering the potential risks and benefits, and making a rational and informed choice.Rate this question:
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- 19.
Which type of analytics gain insight from historical data with reporting, scorecards, clustering, etc.?
- A.
Decisive
- B.
Descriptive
- C.
Predictive
- D.
Prescriptive
Correct Answer
B. DescriptiveExplanation
Descriptive analytics is the correct answer because it focuses on gaining insights from historical data through reporting, scorecards, clustering, and other techniques. This type of analytics helps in understanding what has happened in the past, providing a summary and visualization of data to identify patterns, trends, and relationships. It does not involve making predictions or prescribing actions, but rather focuses on describing and summarizing the data to gain insights and make informed decisions based on historical information.Rate this question:
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- 20.
The IBM _________ analytics appliances combine high-capacity storage for Big Data with a massively-parallel processing platform for high-performance computing.
- A.
Watson
- B.
Netezza
- C.
InfoSight
- D.
All of the above
Correct Answer
A. WatsonExplanation
The correct answer is Watson. IBM Watson is a cognitive computing system that combines artificial intelligence and analytical software to provide high-performance computing capabilities. It is known for its ability to process and analyze large volumes of data, making it suitable for big data analytics. Watson's high-capacity storage and massively-parallel processing platform make it an ideal choice for handling big data and high-performance computing tasks.Rate this question:
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Current Version
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Feb 13, 2023Quiz Edited by
ProProfs Editorial Team -
Oct 18, 2018Quiz Created by
Azhar Qureshi
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