HRA

Question 1

refers to the people who make up the workforce of an organization, as well as the strategies, policies, and practices used to manage them effectively.

Answer 1

Human Resource (HR)

Question 2

Key Aspects of Human Resource

Answer 2

1. Human Capital
2. HR Management (HRM)
3. HR as a Strategic Function
4. HR and Business Strategy

Question 3

HR represents an organization’s most valuable asset: its employees. It encompasses their skills, knowledge, experience, and potential for growth.

Answer 3

Human Capital

Question 4

This involves designing and implementing policies related to employee hiring, training, performance evaluation, compensation, and overall workforce management.

Answer 4

HR Management (HRM)

Question 5

Modern HR goes beyond administrative tasks; it plays a crucial role in shaping an organization’s culture, driving employee engagement, and aligning human capital with business objectives.

Answer 5

HR as a Strategic Function

Question 6

HR professionals align workforce management with business goals, ensuring that employees contribute effectively to organizational success.

Answer 6

HR and Business Strategy

Question 7

refers to the use of data analysis, statistical methods, and business intelligence techniques to measure, manage, and improve human resource processes and decision-making.

Answer 7

Human Resource Analytics

Question 8

It is a critical function within an organization that focuses on recruiting, training, developing, and retaining employees to maximize their potential and contribute to business success

Answer 8

Human Resource (HR)

Question 9

Key Aspects of Human Resource (HR) Analytics

Answer 9

1. Data-driven decision making
2. Types of HR Analytics
3. Key HR Metrics in HR Analytics
4. Benefits of as HR Analytics

Question 10

HR analytics helps organizations make informed decisions based on real data rather than intuition or guesswork.

Answer 10

Data-Driven Decision-Making

Question 11

Types of HR Analytics

Answer 11

Descriptive Analytics
Predictive Analytics
Prescriptive Analytics

Question 12

Examines past HR data to understand workforce trends (e.g., turnover rates, absenteeism, employee engagement)

Answer 12

Descriptive Analytics

Question 13

Uses historical data to forecast future workforce trends (e.g., predicting employee attrition or future skill gaps).

Answer 13

Predictive Analytics

Question 14

Recommends specific HR actions to improve workforce management (e.g., strategies for increasing employee retention).

Answer 14

Prescriptive Analytics

Question 15

Key HR Metrics in HR Analytics

Answer 15

Employee Turnover Rate
Recruitment Metrics
Employee Productivity
Engagement & Satisfaction Scores

Question 16

Measures the percentage of employees leaving the company within a given period.

Answer 16

Employee Turnover Rate

Question 17

Evaluates hiring efficiency (e.g., time-to-hire, cost-per-hire, quality of hire).

Answer 17

Recruitment Metrics

Question 18

Assesses workforce efficiency and performance.

Answer 18

Employee Productivity

Question 19

Uses surveys and feedback to measure employee morale and job satisfaction.

Answer 19

Engagement & Satisfaction Scores

Question 20

Benefits of HR Analytics

Answer 20

1. Improves talent acquisition and retention strategies.
2. Helps in workforce planning and optimization.
3. Enhances employee engagement and performance management.
4. Reduces HR-related costs through data-driven insights

Question 21

8 HR FUNCTIONS

Answer 21

1. Talent Acquisition & Recruitment
2. Training & Development
3. Performance Management
4. Compensation & Benefits Management
5. Employee Relations & Engagement
6. Workforce Planning & HR Analytics
7. Compliance & Labor Law Management
8. Succession Planning & Career Development

Question 22

ensure that an organization effectively attracts, develops, retains, and manages its workforce. A strong HR strategy supports business growth, enhances employee satisfaction, and drives organizational success.

Answer 22

These (8) eight HR functions ensure that an organization effectively attracts, develops, retains, and manages its workforce. A strong HR strategy supports business growth, enhances employee satisfaction, and drives organizational success.

Question 23

The process of identifying, attracting, and hiring the best candidates for job positions within the organization.

Answer 23

Talent Acquisition & Recruitment

Question 24

The continuous process of enhancing employees’ skills, knowledge, and abilities to improve job performance and career growth

Answer 24

Training & Development

Question 25

The process of monitoring, evaluating, and improving employee performance to align with organizational goals.

Answer 25

Performance Management

Question 26

The design and administration of salary structures, benefits, and rewards to attract and retain employees

Answer 26

Compensation & Benefits Management

Question 27

The efforts to build positive relationships between employees and the organization to foster motivation and commitment.

Answer 27

Employee Relations & Engagement

Question 28

The strategic process of analyzing workforce data to ensure the organization has the right people in the right roles at the right time.

Answer 28

Workforce Planning & HR Analytics

Question 29

Ensuring that the organization follows labor laws, workplace regulations, and ethical standards.

Answer 29

Compliance & Labor Law Management-

Question 30

The process of identifying and preparing employees for leadership roles and career advancement within the organization.

Answer 30

Succession Planning & Career Development