SHRM Analysis 3

Question 1

Which SHRM competency directly supports an HR professional's ability to interpret people analytics dashboards?

Accepted Answer

Critical Evaluation

Answer

Critical Evaluation is the SHRM competency focused on collecting, analyzing, and interpreting data to make evidence-based HR decisions.

Question 2

An organization wants to identify high-potential employees using data. Which combination of data sources provides the most comprehensive picture?

Accepted Answer

Performance ratings, 360-degree feedback, and learning agility assessments

Answer

Combining performance ratings, multi-rater feedback, and learning agility assessments captures past results, interpersonal effectiveness, and future growth potential.

Question 3

What is the primary risk of using historical hiring data to train a predictive hiring algorithm?

Accepted Answer

Historical biases in hiring decisions may be encoded and amplified by the algorithm

Answer

If past hiring decisions reflected bias, training an algorithm on that data perpetuates and can amplify those biases at scale.

Question 4

A benefits utilization analysis reveals that only 18% of employees use the EAP. What should HR analyze next to determine if this is a problem?

Accepted Answer

Benchmark EAP utilization rates and employee awareness levels

Answer

Comparing against industry benchmarks and assessing awareness reveals whether low utilization reflects a communication gap or a design problem rather than low need.

Question 5

Which of the following best describes 'predictive validity' in the context of employee selection?

Accepted Answer

The correlation between pre-hire assessment scores and later job performance

Answer

Predictive validity measures how well a pre-employment assessment score predicts actual on-the-job performance after hiring.

SHRM - Society for Human Resource Management Practice Test

SHRM - Society for Human Resource Management Practice Test

SHRM Analysis 3