Analytical Aptitude

Question 1

Affinity diagramming

Answer 1

Data-sorting technique in which a group categorizes and
subcategorizes data until relationships are clearly drawn.

Question 2

Delphi technique

Answer 2

Technique that progressively collects information from a
group of anonymous respondents.

Question 3

Focus Group

Answer 3

Small group of invited persons (typically six to twelve)
who actively participate in a structured discussion, led by
a facilitator, for the purpose of eliciting their input.

Question 4

Mean

Answer 4

Average score or value.

Question 5

Median

Answer 5

Middle value in a range of values

Question 6

Mind mapping

Answer 6

Data-sorting technique in which group members add
related ideas and indicate logical connections, eventually
grouping similar ideas.

Question 7

Mode

Answer 7

Value that occurs most frequently in a set of data.

Question 8

Nominal group technique (NGT)

Answer 8

Technique in which participants each suggest ideas
through a series of rounds and then discuss the items,
eliminate redundancies and irrelevancies, and agree on
the importance of the remaining items.

Question 9

Qualitative data

Answer 9

Subjective evaluation of actions, feelings, or behaviors.

Question 10

Quantitative data

Answer 10

Objective measurements that can be verified and used in
statistical analysis.

Question 11

Ratio analysis

Answer 11

Comparing the sizes of two variables to produce an
index or percentage; commonly used to analyze financial
statements.

Question 12

Regression analysis

Answer 12

Statistical method used to determine whether a
relationship exists between variables and the strength of
the relationship.

Question 13

Reliability

Answer 13

Extent to which a measurement instrument provides
consistent results.

Question 14

Root-cause analysis

Answer 14

Type of analysis that starts with a result and then works
backward to identify fundamental cause.

Question 15

Scenario/what-if analysis

Answer 15

Statistical method used to test the possible effects
of altering the details of a strategy to see if the likely
outcome can be improved.

Question 16

Standard deviation

Answer 16

Distance of any data point from the center of a
distribution when data is distributed in a “normal” or
expected pattern.

Question 17

Trend analysis

Answer 17

Statistical method that examines data from different
points in time to determine if a variance is an isolated
event or if it is part of a longer trend.

Question 18

Unweighted mean

Answer 18

Raw average of data that gives equal weight to all
values, with no regard for other factors.

Question 19

Validity

Answer 19

Extent to which a measurement instrument measures
what it is intended to measure.

Question 20

Variance analysis

Answer 20

Statistical method for identifying the degree of difference
between planned and actual performance or outcomes.

Question 21

Weighted mean

Answer 21

Average of data that adds factors to reflect the
importance of different values.

Question 22

What is a practical way to develop the credibility of HR staff as data advocates?

Hire HR staff with more advanced degrees.

Subscribe to major HR and organizational psychology journals.

Send HR representatives to meetings of other functions to discuss HR’s role.

Ensure that the results of all HR activities are measured.

Answer 22

Ensure that the results of all HR activities are measured

The best way to establish HR as a data advocate is to be prepared to discuss the effectiveness of HR programs based on program results. This helps create a culture in which evidence is expected and used to make decisions.

Question 23

What are the steps of Evidence Based Decision Making

Answer 23

Ask - when faced with a problem, translate the situation into a question that can then be answered through information gathering.

Acquire - gather information from varied sources

Appraise - Determine whether the evidence gathered is relevant, valid, reliable, accurate, complete, and unbiased.

Aggregate - Combine and organize the data to prepare it for analysis. Determine the priority to be given to different types of information

Apply - See the logical connections within the data and with the issue

Assess - Monitor the solution that has been implemented and objectively measure the extend to which the objectives have been attained.

Question 24

What is data advocacy?

Answer 24

Developing and inquiring mindset, learning what data drives the business adn where it can be found, developing partnerships across the organization to promote EBDM, and modeling the EBDM to teh entire organization through the decisions HR makes in the plans of action it undertakes

Question 25

What is Data gathering?

Answer 25

Know what constitutes sufficient, credible, and objective evidence and being able to find it.

Question 26

What is data analysis?

Answer 26

Being able to organize data so that it reveals patterns and to analyze it to detect logical relationships

Question 27

What is EBDM

Answer 27

Evidence based decision making. Being able to apply the results of data gathering and analysis to make better business decisions.

Question 28

Management has requested that HR conduct a focus group to better understand the results of a recent compensation survey. Which is the most important factor HR will want to consider when forming the focus groups? Participants should include only subject matter experts to ensure that the time is well spent. Focus group objectives should be kept general to encourage the group to move in its own direction. The focus group facilitator should be well known to participants, preferably one of their managers. Members should be a representative sample of the employee population.

Answer 28

Members should be a representative sample of the employee population

Question 29

Which feature should HR incorporate into a pre-employment test for a position that requires a high degree of accuracy, with any mistakes by the incumbent being dangerous? Fairness evidence High validity Environmental factors High reliability

Answer 29

High validity Validity indicates that there is linkage between test performance and job performance-that the test is measuring what it is intended to measure. A selection tool that offers high validity is important, because hiring an unqualified worker for this position would present a risk and the potential for a costly situation.

Question 30

What best describes the appearance of a distribution curve in a data set with a low standard deviation (SD)? Short and tapered High and narrow Flat and long Wide and bell-shaped

Answer 30

High and narrow In a low SD data curve, data is grouped more tightly around a center value, so the distribution curve is high and narrow.

Question 31

Which best describes the mode in a set of data? Middle point of values Range of values Average of numbers Value appearing most often

Answer 31

Value appearing most often

Question 32

Which tool would be best for analyzing and presenting data about the relationship between years of education and amount of income? Scatter diagram Control chart Histogram Cause-and-effect diagram

Answer 32

Scatter diagram A scatter diagram shows possible relationships between two variables. For example, if an HR professional wants to find out if there is a relationship between years of education and amount of income, he or she could create a scatter diagram with the years of education placed on one axis and the amount of income on the other.

Question 33

An HR strategic planning team wants to see what the effects on payroll will be if management realigns production capacity using different strategies. What analytical tool should HR use? Trend analysis Scenario analysis Root cause analysis Variance analysis

Answer 33

Scenario Analysis Scenario analysis is the appropriate tool here because it projects outcomes under different conditions (in this case, the production options).

Question 34

How can someone become an HR data advocate?

Answer 34

Develop a questioning mind - Ask questions, why do we do it this way, why is this happening, what is the evidence for thinking like that? Build fluency in the scientific literature for HR Gather data on a continuous basis about the efficacy and efficiency of legacy systems and stakeholder interests Use evidence when communicating with stakeholders Institutionalize the competency in the HR function - at regular meetings, designated members research and report on new or important information.

Question 35

Quantitative Data

Answer 35

Consists of objective measurements that can be verified and used in statistical analysis

Question 36

Qualitative data

Answer 36

involves a subjective evaluation of actions, feelings, or behaviors Measurements can be made by a third party observer They can also be self-assessments

Question 37

What questions should be considered before accepting data in a print or online publication?

Answer 37

Does the source have authority What are the sources possible biases? Are the sources for data used in a publication clearly cited and are those sources reliable and accurate? Are the facts relevant? Is that data current? If that data is being offered as proof of an argument, is the argument itself sound and are its deductions from the data logical?

Question 38

What purposes can interviews be used for?

Answer 38

Sometimes they are useful in identifying topics that can be explored in focus groups or surveys They may focus on specific, high value employees and uncover targeted retention information Organization heroes, people who are recognized and respected throughout the organization, may add a cultural perspective Individual interviews offer the opportunity for follow-up questions

Question 39

What are the advantages of interviews?

Answer 39

Safer, confidential environment may generate significant information Comments can suggest direction for further group research.

Question 40

What are the challenges of interviews?

Answer 40

Can be time-sensitive Requires strong relationship-building skills Requires vigilance to avoid bias from influencing questions and interpretation of answers.

Question 41

How long do focus groups typically last

Answer 41

1 to 3 hours

Question 42

What are some advantages of focus groups

Answer 42

Provides a format that is flexible and relatively comfortable for discussion Allows for group brainstorming, decision making, and prioritization Can provide group consensus Enables HR to learn about employee needs, attitudes, and opinions in a direct format Gives employees direct input

Question 43

What are some challenges of focus groups?

Answer 43

Tends to foster group think conformity May be difficult to control; can become a forum where participants can go off tangent Generally don't allow for deep discussions, depending on time constraints and the number of participants Can provide skewed or biased results if participants are not representative

Question 44

What things should be considered when planning a focus group?

Answer 44

The importance of planning The context in which a focus group might occur The importance of a group facilitator The importance of the recorder

Question 45

What is mind mapping?

Answer 45

Mind mapping begins a discussion with core ideas Group members and related ideas and indicate logical connections, eventually grouping similar ideas.

Question 46

What is Nominal Group Technique?

Answer 46

This technique proceeds through rounds in which participants each suggest ideas The rounds continue until no further ideas are proposed

Question 47

What is the Delphi technique

Answer 47

This technique progressively collects information from a group on a pre-selected issue The first respondent proposes information and the next respondent add something different, and so on until a list is compiled Respondents are anonymous In the second round, the researcher circulates the list and asks each respondent in turn to refine previous ideas, to comment on each idea's strengths and weaknesses for addressing the issue, and to identify new ideas.

Question 48

What are the challenges of doing surveys

Answer 48

Obtaining a valid sample - making sure the survey pool is representative of the entire group Designing the survey with analysis in mind - Questions should be asked ina way that makes compiling and comparing responses easier Asking the right questions - to understand an entire organization, experts often turn to questions based on organizational models Difficult to follow up on dta from anonymous sources Relies on self-reporting which can be biased Requires time and statistical expertise to assess sample and compile and analyze data

Question 49

What are the advantages of surveys/questionnaires?

Answer 49

Efficient way to gather a lot of data from a large and dispersed group Easier to quantify data for analysis and reporting

Question 50

What are the advantages of observation to gather information?

Answer 50

Provides firsthand and immediate data rather than self-report data, which can be affected by memory and selectivity Is time-efficient for subjects Can strengthen the HR professionals understanding of the work at hand and the culture of the workplace.

Question 51

What are the challenges of observation to gather information?

Answer 51

Requires skill to be unseen. When the group is very aware of the observer, the data becomes less reliable. Requires vigilance to remove personal bias from observations Requires experience to note significant behaviors Observations may not be representative of the entire body of data.

Question 52

What are the advantages of using existing data as a source of information?

Answer 52

Eliminates the effects of observation and involvement and possible bias of facilitator/interviewer/observer Rich, multi-perspective source of data Can include information from the organization itself, from public information sources, or from industry/professional associations

Question 53

What are the challenges of using existing data as a source of information?

Answer 53

Can be time-intensive Requires experience to extract key data May require ingenuity to find datar

Question 54

Reliability of data

Answer 54

Reliability reflects the ability of a data-gathering instrument or tool, such as a survey or a rater's observation or a physical measurement, to provide results that are consistent.

Question 55

Validity of data

Answer 55

Validity is the ability of an instrument to measure what it is intended to measure

Question 56

What two questions does validation answer?

Answer 56

What does the instrument measure? How well does the instrument measure it?

Question 57

Statistical Sampling

Answer 57

Sampling is often used when the population to be analyzed is very large or when data cannot be obtained from the entire population The sample must be representative Samples of data must also be sufficiently large to include all the possible variations within the population being sampled

Question 58

When are errors introduced into a statistical study?

Answer 58

When incorrect data is used A study's design includes, intentionally or unintentionally, different types of biases that affect outcomes

Question 59

What are the different types of biases that affect outcomes in a statistical study?

Answer 59

Sampling - a sample may not represent the general population Selection - selection bias can occur in a controlled study when participants are not randomly assigned to control and experimental groups Response - this is the inverse of selection bias Performance - participants in a controlled study behave different because they are being studied Measurement - Raters are measuring incorrectly, either unintentionally or intentionally

Question 60

Cleansing Data

Answer 60

Cleansing data is connected to validation and identifying bias, as these processes assess how useful and correct the data is. Data cleansing is not an ad hoc process and should be done on regular basis

Question 61

Frequency Distribution

Answer 61

a mathematical function showing the number of instances in which a variable takes each of its possible values, so data is sorted into groups such as years of employment This allows analysts to understand teh distribution of the data they are working with, whether the data is focused in a normal pattern around a central value or is more broadly or narrowly dispersed over the data range.

Question 62

Analytics can expose the important connections and patterns and data to make better workforce decisions because they:

Answer 62

Consider the past and present and forecast the future Connect multiple data items Provide computational analysis of data or statistics Provide visual outputs of patterns and trends Provide insides that can drive strategy

Question 63

Pie Chart

Answer 63

Description: Graphically depicts as portions or slices of a circle the constituents that compromise 100% of a data group. Textual data information can be included in callouts or in an attached table for more precise communication. Application: To present a high-level impression of the data distribution as a percentage of aw hole - for example, the workforce. This information may be helpful context for a deeper discussion

Question 64

Histogram

Answer 64

Description: Graphically depicts the sorting of data into groups arranged in the shape of a statistical distribution, showing a central tendency and dispersion around that tendency. This apperas as columns of varying heights or lengths. Histograms can include a comparative referent, such as a target or range of values. They can also be designed to show comparisons over time (usually through multiple columns for each category). Application: To sort data and to support rapid comparison of categories of data.

Question 65

Trend Diagram

Answer 65

Description: Plots data points on two axes. The horizontal axis usually represents time, while the vertical axis represents volume. Application: Can be used to test for presence of cycles or developing trends.

Question 66

Pareto Chart

Answer 66

Description: Applies the Pareto Principle of 80/20 in the form of a histogram. Categories of data are ranked, usually from left to right along the x axis, according to size. The y axis shows reference ranges. A cumulative percentage line plots the category contributions to the whole, making it easier to identify the 80/20 cut. Application: Distinguishes between the vital few categories that contribute most of the issues and the trivial many categories of infrequent occurrence to support more-focused quality improvement activities.

Question 67

Scatter Diagram

Answer 67

Description: Plots data points against two variables that form the chart's x and y axes. Each axis is scaled. The pattern formed by the plotted data describes the correlation between the two variables: The tightness of clustering indicates the probably strength of the correlation A line rising from the lower left to the upper right quadrant indicates a positive correlation A line falling from the upper left to the lower right quadrant indicates a negative correlation Application: Can be used to test possible causal relationships and narrow focus on subsequent tests