BUS454
HR Analytics
Comprehensive Finals Review (Qns & Ans)
2025
1. Which of the following is a primary goal of HR analytics?
- A) To replace human decision-making
- B) To provide data-driven insights for strategic decision-
making
- C) To increase the complexity of HR processes
- D) To reduce the use of technology in HR
- ANS: B) To provide data-driven insights for strategic
decision-making
- Rationale: The primary goal of HR analytics is to provide
data-driven insights that inform strategic decision-making and
improve HR processes.
©2024/2025
,2. What is the primary purpose of using predictive analytics in
HR?
- A) To analyze historical data only
- B) To forecast future trends and outcomes
- C) To collect employee feedback
- D) To manage payroll
- ANS: B) To forecast future trends and outcomes
- Rationale: Predictive analytics in HR is used to forecast
future trends and outcomes, helping organizations make informed
decisions about workforce planning and management.
3. Which of the following metrics is commonly used to measure
employee engagement?
- A) Turnover rate
- B) Net promoter score (NPS)
- C) Cost per hire
- D) Absenteeism rate
- ANS: B) Net promoter score (NPS)
- Rationale: The Net Promoter Score (NPS) is commonly
used to measure employee engagement by assessing the
likelihood of employees recommending their organization as a
great place to work.
©2024/2025
, Fill-in-the-Blank Questions
4. In HR analytics, the __________ ratio measures the number
of employees who leave the organization voluntarily or
involuntarily within a specific period.
- ANS: Turnover
- Rationale: The turnover ratio measures the number of
employees who leave the organization, providing insights into
employee retention and stability.
5. The __________ method is used to analyze the relationship
between employee performance and various factors such as
training, experience, and job satisfaction.
- ANS: Regression analysis
- Rationale: Regression analysis is used to analyze the
relationship between employee performance and various factors,
helping to identify key drivers of performance.
6. In HR analytics, __________ refers to the process of
collecting, analyzing, and interpreting data to make informed HR
decisions.
- ANS: Data analytics
- Rationale: Data analytics involves collecting, analyzing, and
interpreting data to make informed HR decisions and improve
organizational outcomes.
©2024/2025
, True/False Questions
7. True or False: Descriptive analytics is used to provide insights
into what has happened in the past within an organization.
- ANS: True
- Rationale: Descriptive analytics provides insights into past
events and trends within an organization by analyzing historical
data.
8. True or False: HR analytics can help identify potential high-
performing employees and future leaders within the organization.
- ANS: True
- Rationale: HR analytics can help identify potential high-
performing employees and future leaders by analyzing
performance data and other relevant factors.
9. True or False: Qualitative data is not useful in HR analytics as
it cannot be quantified.
- ANS: False
- Rationale: Qualitative data, such as employee feedback and
survey responses, can be highly valuable in HR analytics as it
provides insights into employee experiences and perceptions.
©2024/2025
HR Analytics
Comprehensive Finals Review (Qns & Ans)
2025
1. Which of the following is a primary goal of HR analytics?
- A) To replace human decision-making
- B) To provide data-driven insights for strategic decision-
making
- C) To increase the complexity of HR processes
- D) To reduce the use of technology in HR
- ANS: B) To provide data-driven insights for strategic
decision-making
- Rationale: The primary goal of HR analytics is to provide
data-driven insights that inform strategic decision-making and
improve HR processes.
©2024/2025
,2. What is the primary purpose of using predictive analytics in
HR?
- A) To analyze historical data only
- B) To forecast future trends and outcomes
- C) To collect employee feedback
- D) To manage payroll
- ANS: B) To forecast future trends and outcomes
- Rationale: Predictive analytics in HR is used to forecast
future trends and outcomes, helping organizations make informed
decisions about workforce planning and management.
3. Which of the following metrics is commonly used to measure
employee engagement?
- A) Turnover rate
- B) Net promoter score (NPS)
- C) Cost per hire
- D) Absenteeism rate
- ANS: B) Net promoter score (NPS)
- Rationale: The Net Promoter Score (NPS) is commonly
used to measure employee engagement by assessing the
likelihood of employees recommending their organization as a
great place to work.
©2024/2025
, Fill-in-the-Blank Questions
4. In HR analytics, the __________ ratio measures the number
of employees who leave the organization voluntarily or
involuntarily within a specific period.
- ANS: Turnover
- Rationale: The turnover ratio measures the number of
employees who leave the organization, providing insights into
employee retention and stability.
5. The __________ method is used to analyze the relationship
between employee performance and various factors such as
training, experience, and job satisfaction.
- ANS: Regression analysis
- Rationale: Regression analysis is used to analyze the
relationship between employee performance and various factors,
helping to identify key drivers of performance.
6. In HR analytics, __________ refers to the process of
collecting, analyzing, and interpreting data to make informed HR
decisions.
- ANS: Data analytics
- Rationale: Data analytics involves collecting, analyzing, and
interpreting data to make informed HR decisions and improve
organizational outcomes.
©2024/2025
, True/False Questions
7. True or False: Descriptive analytics is used to provide insights
into what has happened in the past within an organization.
- ANS: True
- Rationale: Descriptive analytics provides insights into past
events and trends within an organization by analyzing historical
data.
8. True or False: HR analytics can help identify potential high-
performing employees and future leaders within the organization.
- ANS: True
- Rationale: HR analytics can help identify potential high-
performing employees and future leaders by analyzing
performance data and other relevant factors.
9. True or False: Qualitative data is not useful in HR analytics as
it cannot be quantified.
- ANS: False
- Rationale: Qualitative data, such as employee feedback and
survey responses, can be highly valuable in HR analytics as it
provides insights into employee experiences and perceptions.
©2024/2025
