HR Analytics

What is HR Analytics?

• The use of people-data in analytical processes to solve business problems

• The use of social media data to improve business outcomes

• The use of demographic data to track key areas in HR

• The use of statistical analysis to assess employee performance

Why is data quality important in HR Analytics?

• High-quality data ensures accurate insights

• Low-quality data leads to incorrect conclusions

• Data quality is not important in HR Analytics

• Data quality only affects external sources like social media

What does descriptive analytics in HR Analytics answer?

• The question 'What has happened?'

• The question 'What could happen?'

• The question 'What should we do?'

• The question 'What is the turnover rate?'

What does predictive analytics in HR Analytics answer?

• The question 'What could happen?'

• The question 'What has happened?'

• The question 'What should we do?'

• The question 'What is the turnover rate?'

What does prescriptive analytics in HR Analytics answer?

• The question 'What should we do?'

• The question 'What has happened?'

• The question 'What could happen?'

• The question 'What is the turnover rate?'

Why is data visualization important in HR Analytics?

• It helps in presenting data in a graphical or pictorial format which makes it easier to understand trends and patterns

• It helps in collecting data through surveys, HRIS systems, or external sources

• It helps in analyzing data using statistical methods and regression analysis

• It helps in tracking key areas in HR data

What are HR metrics?

• Measurements that help track key areas in HR data

• Measurements that help analyze employee performance

• Measurements that help predict employee turnover

• Measurements that help recommend training programs