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SHRM-CP 2021 > HR Competencies - Critical Evaluation > Flashcards

HR Competencies - Critical Evaluation Flashcards

1
Q

Critical Evaluation Competency

A

The skills necessary to gather data, measure, assess objectively, and make recommendations.

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2
Q

Qualitative Data Sources

A 
Interviews
Focus Groups
Surveys or questionnaires
Observations
Existing Data
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3
Q

Relaibility

A

How consistent results are over time.

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4
Q

Validity

A

How well the tool measures what it’s supposed to measure.

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5
Q

Sampling

A

A small sample is used to draw conclusions about a larger group.

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6
Q

Measurement Bias

A

happens when data is analyzed irrationally. Usually in the interview process.

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7
Q

Frequency Distributions

A

A way to sort Data chronologically.

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8
Q

Central Tendency

A

Mean, Median, Mode, quartiles, and percentiles.

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9
Q

Graphic Analysis Tools

A 
Pie Charts
Histograms
Trend Diagrams
Pareto Charts
Scatter Diagrams
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10
Q

Data Advocacy

A

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

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11
Q

Data Gathering

A

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

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12
Q

Data Analysis

A

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

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13
Q

EBDM (Evidence Based Decision Making)

A 
Being able to apply the results of data gathering and analysis to make better business decisions.
Ask
Acquire
Appraise
Aggregate
Apply
Assess
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14
Q

Advantages and Challenges to Interviews

A

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

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

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15
Q

Advantages and Challenges to Focus Groups

A

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

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16
Q

Focus Group Tools ‘Mind Mapping/Affinity Diagramming’

A

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.

17
Q

Focus Group Tools ‘Nominal Group Technique’

A

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

18
Q

Focus Group Tools ‘Delphi Technique’

A

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.

19
Q

Surveys and Questionnaires as Data Source

A

Obtaining a valid sample
Designing the survey with analysis in mind (to compile and compare responses easier)

Asking the right questions

20
Q

Advantages and Challenges to Surveys/Questionnaire

A

Advantages: efficient, easy to quantify data

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

21
Q

Reliabiltiy

A

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

22
Q

Validity

A

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

23
Q

Statistical Sampling

A

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 entire population being studied.

24
Q

Median

A

The middle number in a range.

25
Q

Mode

A

The most frequently occurring values in a set of data

26
Q

Mean

A

average score or value.

27
Q

Unweighted vs Weighted Mean

A

Unweighted: sum of all values in the sample divided by the number of values.

Weighted: used when some data in the dataset have more significance or effect than other data. More precise

28
Q

Standard Deviation

A

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

29
Q

Variance Analysis

A

Identifies the degree of difference between planned and actual performance.

30
Q

Ratio Analysis

A

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

31
Q

Trend Analysis

A

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.

32
Q

Regression Analysis

A

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

33
Q

Root-Cause Analysis

A

Starts with a result and then works backwards. Fishbone

34
Q

Scenario/What-If-Analysis

A

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.

35
Q

Histogram

A

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

Ex: Analyze recruiting methods in terms of EE performance ratings

36
Q

Trend Diagram

A

Plots points on two axes. The horizontal axis usually represents time, while the vertical axis represents volume.

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

37
Q

Pareto Chart

A

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.

38
Q

Scatter Diagram

A

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.

SHRM-CP 2021 (26 decks)

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