HR Metrics - Tools to Compile Data Flashcards
HR Analysis in Excel
Query
RQ from data that filters & formats information from a spreadsheet/database.
HR Analysis in Excel
Sorting
Arranging data in a specific order (alphabetical, lowest to highest, etc.)
HR Analysis in Excel
Filter
Looking for specific data from a location or department.
HR Analysis in Excel
VLOOKUP
Excel formula used to filter through data to reveal specific information from two columns and displays it as one.
HR Analysis in Excel
Pivot Table
Summarization tool that can sort, count, and sum up data stored in tables and display it via. interactive fields and filter buttons.
Statistical Applications Used for HR
- R
- Python
- Power BI (business intelligence)
- Tableau
- Excel
Evidence-Based Decision Making
Identifying strats and solutions to HR problems using empirical data.
- Gives more credibility to a decision made by HR.
- Collaborative effort - increases communication w all leadership.
HRIS (Human Resource Information System)
Designed to help HR professionals carry out the daily functions necessary for the company.
Reliability
Refers to if a measure is consistent and repeatable.
Validity
If an instrument measures what it’s supposed to measure.
Qualitative Data
Data that is categorical and typically non-numerical; based off observations, interviews, etc.
Quantitative Data
Data that is numerical & statistics-driven - derived from surveys and other quantifiable media.
Descriptive Statistics
Summarizes characteristics of a data set.
- Mean, median, mode - variance or SD.
Inferential Statistics
Test hypothesis/make inferences about a larger population based on studying a sample of that population.
- Try to test how dif. variables relate to the larger population.
Employee Engagement Survey
An empirical way to analyze an employee’s experience - also allows for open & honest feedback.
Pulse Survey
Short survey that empirically measures specific topics in an organization.
- Helps measure changing opinions and trends over time.
Types of Interviews
- Structured Interview
- Patterned Interview
- Stress Interview
- Directive Interview
- Nondirective Interview
- Behavioral Interview
- Situational Interview
Types of Interviews
Structured Interview
Interviewee asked the same questions.
Types of Interviews
Patterned Interview
Interviewees asked different questions that have the same body of knowledge, skill, or ability
Types of Interviews
Stress Interview
Aggressive style of interview - conducted to see how the interviewee would react in that situation.
(Typically used in law enforcement)
Types of Interviews
Directive Interview
Structured interview where interviewee asked v specific questions in a calm, controlled manner.
Types of Interviews
Nondirective Interview
Interviewee asked open-ended questions with a direction but interviewee can answer it and can drive direction of question somewhere else.
Types of Interviews
Behavioral Interview
Asks specific questions about past behavior and performance to gauge the interviewee’s skill.
Types of Interviews
Situational Interview
Asked hypothetical situations and how they would consider and solve these situations - gauge knowledge and skills.
Employee Focus Groups
Group of employees take part in a guided discussion to find out how they feel about a certain issue or topic.
- Have to tell them identities will be anon & info. is confidential.
MBWA - Management by Walking Around
Qualitative communication and involvement method that informally collects information about what employees might be thinking.
- Purpose is to reveal the root of a problem or trend in the workplace.
Column & Bar Chart
Used to display and compare categorical data or groupings.
Line Chart
Similar to column & bar excepts displays data over a given period of time.
- Used for periodic intervals like months and quarters to illustrate trends.
Area Chart
Like line chart except the whole area under the line is colored in.
Histogram
Organizes data that falls within a range of values & the frequency of the values.
- Range of values = bins.
Scatterplot
Displays correlation between two sets of values.
Pie Chart
Represents the distribution of data over a total.
- Proportions in chart usually represented as percentages.
Forecasting
Ability to predict or estimate the likelihood of a particular event happening based on past data.
- Used to predict staffing needs and financial impact of all costs relating to labor.
Confirmation Bias
Tendency to interpret information that favors a persons already existing beliefs, values, or opinions.
Objectivity in Data Analysis
Laying objective approach leads to less bias - bias more common in qualitative data.
- Important since compiling data and analyzing it can influence org decisions.
