Critical Evaluation

Question 1

Data Advocacy

Answer 1

Developing an inquiring mindset, learning what data drives the business and where it can be found, developing parternships across the orgz to promote EBDM.

Question 2

Data Gathering

Answer 2

Knowing what constitues sufficient, credible, and objective evidence and being able to find it.

Question 3

Data Analysis

Answer 3

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

Question 4

Steps in EBDM

Answer 4

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

Ask
Acquire
Appraise
Aggregate
Apply
Assess

Question 5

Advantages and Challenges to Interviews

Answer 5

Advantages: safer, confidential, comments can suggest direction for futher group research.

Challenges: time sensitive, need strong relationship building skills, requires vigilence to avoid bias

Question 6

Advantages and Challenges to Focus Groups

Answer 6

*A structured discussion with a facilitator and group:

Advantages: flexible and comfortable for discussion, group brainstorming, learn about EE needs.

Challenges: fosters ‘group think’, participants can go off on tangent, no deep discussion

Question 7

Focus Group Tools ‘Mind Mapping/Affinity Diagramming’

Answer 7

Mind Mapping: Begins the discussion with core ideas, group members add related ideas and indicate logical connections, eventually grouping similar ideas.

Affinity Diagramming: Affinity is a way of sorting a large amount of data that has already been collected, data is categorized until relationships are clearly drawn.

Question 8

Focus Group Tools ‘Nominal Group Technique’

Answer 8

Rounds in which participants each suggest ideas, the rounds continue until no further ideas are proposed. Then redundancies are removed.

Question 9

Focus Group Tools ‘Delphi Technique’

Answer 9

Progressively collects information from a group on a preselected issue, the first respondent proposes information, the next person adds something different, and so on, until a list is compiled.

People are anonymous

2nd round the reasearcher circulates the list and asks each respondent to refine previous ideas.

Question 10

Surveys and Questionnaires as Data Source

Answer 10

1. Obtaining a valid sample
2. Designing the survey with analysis in mind (to compile and compare responses easier)
3. Asking the right questions

Question 11

Advantages and Challenges to Surveys/Questionnaire

Answer 11

Advantages: efficient, easy to quantify data

Disadvantages: obtain an acceptable response rate, follow up on anonymous data, time and statistical expertise

Question 12

Reliabiltiy

Answer 12

Ability of a data gathering instrument or tool, such as a survey, to provide results that are consistent.

Question 13

Validity

Answer 13

Ability of an instrument to measure what it is intended to measure.

Question 14

Statistical Sampling

Answer 14

Often used when the population to be analyzed is verly large or when data cannot be obtained from the entire population.

The sample must be representative, it must reflect key characteristics of the enitre population being studied.

Question 15

Median

Answer 15

The middle value in the range of values

Question 16

Mode

Answer 16

The most frequently occuring values in a set of data

Question 17

Mean

Answer 17

The average score or value

Question 18

Unweighted vs Weighted Mean

Answer 18

Unweighted: sum of all values in the sample divided by the number of values. ($325,000/5=$65,000)

Weighted: used when some data in the dataset have more significance or effect than other data. More precise ($9,900+$5,400+$11,700+$32,200+$$6,750=$65,950 after you divide by how many ppl hold those positions)

Question 19

Standard Deviation

Answer 19

Represents the distance of any data point from the center of a distribution when data is distributed in a normal or expected pattern.

• when SD in a dataset is low, the data curve is high and narrow
• when SD is high, the curve is flatter and longer

Question 20

Variance Analysis

Answer 20

Identifies the degree of difference between planned and actual performance.

Question 21

Ratio Analysis

Answer 21

Compares the relative size of two variables and yields a percentage.

Question 22

Trend Analysis

Answer 22

Examines data from different points in time to determine if a variance is an isolaed event or if it is part of a longer trend.

Question 23

Regression Analysis

Answer 23

Dertemine whether a relationship exists between variables and the strength of the relationship.

Question 24

Root-Cause Analysis

Answer 24

Starts with a result and then works backwards. Fishbone 5 Why’s

Question 25

Scenario/What-If-Analysis

Answer 25

Can be used to test the possible effects of altering the details of a situation to see how the outcomes will vary under different conditions.

Question 26

Histogram

Answer 26

Appears as columns of varying heights, can show comparisons over time.

Ex: Analyze recruiting methods in terms of EE performance ratings

Question 27

Trend Diagram

Answer 27

Plots points on two axes. The horizontal axis usually represents time, can be used to test for presence of cycles/trends while the vertical axis represents volume.

Ex: Analyze workforce demands, high/low points in the calendar year

Question 28

Pareto Chart

Answer 28

80% of effects come from 20% of causes. It distinguishes between the vital few categories that contribute most of the issues.

Ex: Analyze and illustrate causes of voluntary and involuntary EE separation from the orgz.

Question 29

Scatter Diagram

Answer 29

Plots data points against 2 variables that form the x and y axes. To test possible casual relationships.

Ex: Maps the correlation of workplace accidents with a series of factors, such as access to safety training.

Question 30

How to Become an HR Data Advocate?

Answer 30

1. Develop a questioning mindset
2. Build fluency in the scientific literature of HR (regularly scanning resources)
3. Gather data on a continuous basis
4. Use evidence when communicating with stakeholders
5. Institutionalize the competency in the HR function (report on new important classic articles)

Question 31

How to Assess Validity of Data Sources?

Answer 31

Does the source have authority? (labor dept, academic institution)

What are the source’s ppl biases?

Are the sources for data used in publication and cited?

Are the facts relevant?

Is the data current?

Question 32

Conducting More Effective Focus Groups

Answer 32

1. Planning so that objectives are clearly defined
2. Context, because culture has an effect orgz and national participation
3. Facilitator, because you need a good one
4. Recorded, so they take notes about comments

Question 33

Existing Data as Data Source

Answer 33

Can use official documents, performance data, financial data, reports, industry data.

Adv: rich, multi perspective source of data, eliminates bias of facilitator

Dis: time sensitive, requires experience to extract data, find data

Question 34

Artifacts as a Data Source

Answer 34

The objects created by members of a culture that convey a sense of that cultures values and priorities, beliefs, habits, and rituals, or perspectives.

For physical and virtual workplaces/environments

Adv: provides insight into cultural issues

Dis: requires researcher to understand the principles of culture, can create misunderstandings if there is 0 familiarity with culture.

Question 35

Errors and Bias in Statistical Analysis

Answer 35

Sampling: a sample may not represent the general population

Selection: when participants are not randomly assigned

Response: inverse of selection bias, the researchers invite a sample to join but the group that accepts is not representative

Performance: participants in a controlled study behave diff because they are being studied

Measurement: raters are measuring incorrectly

Question 36

Frequency Distribution

Answer 36

Used to sort numerical data to reveal patterns

How many times does it happen is frequency