manag 1. Indicate which of the following is not an appropriate statement for evidence-based m practices: a. It facilitates conscientious decision-making b. It ensures effective use of available evidence c. It uses data support as evidence d. It can be strengthened with HR analytics e. None of the above 2. Analytics-based HR decisions are a. Evidence based b. Value adding c. Futuristic d. Sustainable e. All of the above 3. Predictive decision-making process is a. More holistic b. Capable to assess the decisional outcomes right in the beginning c. Helps managers in calibrating their decisions d. Minimizes the adverse effects of decisions, if any e. All of the above 4. Identify the incorrect statement out of the following a HR decisions are not characteristically different from non-HR decisions b. Organizational failure is largely attributable to wrong HR decisions c. HR decisions are HR managers judgemental thoughts d. HR decisions encompass all stakeholders of an organization e. HR analytics is an important tool for HR decision-making 5. Effective HR decision-making process requires the following except a. Integration of critical thoughts and information b. Use of professional skill and competence by HR managers Use of available business information through big-data analysis Emulating the best practice c. d. e. Restricting the use of quantitative details 6. HR decision-making process may get constrained for a. Organizational systems b. Regulatory influences c. Social influences d. Stakeholders' responses All of the above e 7. Identify the incorrect statement out of the following a HR analytics facilitate data-driven HR decision-making b. HR analytics is a means to an end c. Analytics-bound HR decisions are non-strategic in nature d. HR analytics can only lend support in strategic workforce planning e. None of the above