Contemporary HRM: HR Analytics, Talent Management, Employee Engagement and HR Ethics (Overview) Questions

Question 1

Define HR analytics.

Accepted Answer

HR analytics is the use of data and analysis to improve **people decisions** and HR/business outcomes.

Question 2

What is employee engagement?

Accepted Answer

Employee engagement is the employee’s emotional and intellectual commitment that leads to **discretionary effort** at work.

Question 3

State one example of an HR metric.

Accepted Answer

Attrition (turnover) rate is an example of an **HR metric**.

Question 4

What is HRIS?

Accepted Answer

HRIS (Human Resource Information System) is a system used to store and manage **employee data** and HR processes.

Question 5

HR ethics is important for fairness and trust. (True/False)

Accepted Answer

True. **HR ethics** ensures fairness, privacy and due process, building trust in HR decisions.

Question 6

State one driver of employee engagement.

Accepted Answer

Recognition for good work is a key driver of **engagement**.

Question 7

Differentiate HR metrics and HR analytics using a table (any three points).

Accepted Answer

Metrics vs analytics:

| Basis | HR metrics | **HR analytics** |
|---|---|---|
| Output | numbers/indicators | insights and actions |
| Answers | what happened | **why/what next** |
| Use | reporting | decision-making and prediction |

Thus, metrics measure; analytics explains and improves decisions.

Question 8

List any six common HR metrics (write as a table).

Accepted Answer

Common HR metrics (any six):

| Metric | Example |
|---|---|
| **Attrition** | turnover % |
| Absenteeism | days absent % |
| Time to fill | days to close vacancy |
| Cost per hire | hiring cost per employee |
| Training hours | hours per employee |
| Engagement score | survey index |

These help monitor HR health and trends.

Question 9

List any three ethical issues in HR and one control for each (use a table).

Accepted Answer

HR ethical issues and controls:

| **Issue** | Control |
|---|---|
| **Bias/discrimination** | objective criteria + audits |
| Data privacy | access control + consent |
| Harassment | policy + due process |

Thus, ethical controls protect employee rights and build trust.

Question 10

Explain the analytics process as a flow and one example (brief).

Accepted Answer

Analytics process:

Define problem → Collect data → Clean data → Analyse → Insights → Action plan → Monitor

Example: High **attrition** → analyse by tenure/team → find drivers → implement retention actions and track outcomes.

Question 11

Differentiate engagement, satisfaction and commitment using a table (brief).

Accepted Answer

Difference:

| Concept | Meaning | Signal |
|---|---|---|
| Satisfaction | “I like my job.” | content with conditions |
| **Engagement** | “I give extra effort.” | proactive effort |
| Commitment | “I want to stay.” | loyalty/intention to stay |

Thus, engagement is beyond satisfaction and reflects discretionary effort.

Question 12

Explain talent management: meaning and components (exam-style) with a table and conclusion.

Accepted Answer

### Meaning
**Talent management** is a strategic approach to attract, develop, deploy and retain high-performing/high-potential employees.

### Components
| Component | What it includes |
|---|---|
| Talent acquisition | skills-based hiring, employer branding |
| Development | learning, leadership development |
| Deployment | internal mobility, right role fit |
| Retention | rewards, culture, engagement |
| Succession planning | pipeline for key roles |

### Conclusion
Talent management ensures the organisation has the right capability pipeline to meet future business needs.

Question 13

Write an exam-style answer on employee engagement: drivers, measurement and actions (include a table and conclusion).

Accepted Answer

### Drivers, measurement and actions

| Area | Key points |
|---|---|
| **Drivers** | meaningful work, recognition, growth, supportive leadership, WLB |
| Measurement | surveys, pulse checks, eNPS, turnover indicators |
| Actions | recognition, career paths, manager coaching, workload planning |

### Conclusion
Engagement improves performance and retention when leaders act on feedback and create a supportive work environment.

Question 14

Explain HR ethics: key ethical issues and safeguards (exam-style) with a table and conclusion.

Accepted Answer

### HR ethics
HR ethics means applying fairness and moral principles in HR decisions.

| Ethical issue | Safeguard |
|---|---|
| **Bias/discrimination** | objective criteria, DEI training |
| Privacy of employee data | access control, consent, security |
| Unfair pay | pay equity reviews |
| Harassment | clear policy + due process |

### Conclusion
Ethical HR practices build trust, reduce legal risk and strengthen organisational culture.

Question 15

Write an exam-style note on HRIS/digital HR: benefits and risks (include a table and conclusion).

Accepted Answer

Benefits and risks of HRIS/digital HR:

| Aspect | Points |
|---|---|
| Benefits | faster HR service, accurate records, better reporting |
| **Risks** | privacy/security issues, algorithm bias |

Thus, digital HR needs strong **governance** and data protection.

Basis	HR metrics	HR analytics
Output	numbers/indicators	insights and actions
Answers	what happened	why/what next
Use	reporting	decision-making and prediction

Contemporary HRM: HR Analytics, Talent Management, Employee Engagement and HR Ethics (Overview)

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