HR Analytics: Unlocking Data-Driven Workforce Insights

What is the primary goal of Workforce Planning Analytics?

• To determine the number of employees leaving the company

• To optimize the hiring process by predicting interview success

• To ensure the right talent is available at the right time and cost

• To measure employee well-being and workplace safety

Answer explanation

Workforce Planning Analytics helps businesses identify their talent needs for the future, ensuring they have the right people in the right roles at optimal costs.

Sourcing Analytics helps HR teams analyze how employee referrals impact hiring success.

• True
• False

Answer explanation

Sourcing Analytics evaluates the impact of different hiring channels, including employee referrals, job boards, and social networks.

Which of the following is NOT a key consideration in Acquisition/Hiring Analytics?

• The number of interviews required before hiring

• The correlation between interview performance and job performance

• The effect of company culture on employee well-being

• The impact of candidate experience on hiring outcomes

Answer explanation

Acquisition/Hiring Analytics focuses on optimizing the hiring process, while company culture and employee well-being fall under the Onboarding & Engagement pillar.

Which of the following best describes the impact of bad hiring decisions?

• It only affects the initial months of employment

• It can cost up to 30% of an employee’s first-year earnings

• It has no impact if the employee leaves quickly

• It is only relevant for high-level executive positions

Answer explanation

Bad hires lead to turnover costs, lost productivity, and resource wastage.

Engagement Analytics helps organizations understand the key drivers of employee engagement.

• True
• False

Answer explanation

Engagement Analytics helps identify factors that contribute to employee happiness, productivity, and reduced turnover.

What is the key purpose of Employee Churn Analytics?

• To predict employee turnover and develop retention strategies

• To determine which employees deserve promotions

• To analyze the effectiveness of workplace safety programs

• To increase salaries for top performers

Answer explanation

Employee Churn Analytics focuses on identifying high-risk employees and preventing voluntary attrition.

Which of the following factors can impact an employee’s likelihood to leave a company?

• Career development opportunities

• Compensation and benefits

• Workplace relationships

• All of the above

Answer explanation

Employee churn is influenced by multiple factors, including career growth, financial incentives, and interpersonal relationships.

How does HR Analytics help improve employee well-being?

• By using data to implement wellness programs

• By monitoring employee working hours

• By encouraging employees to work longer hours

• By tracking employee internet usage

Answer explanation

Employee well-being analytics helps organizations design wellness initiatives that improve job satisfaction and productivity.