Analysis Flashcards
7 cards from real SHRM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Analysis flashcards as text
A company calculates its cost-per-hire at $4,200, well above the industry benchmark of $2,800. Which data point should the analyst examine first?
Answer: Breakdown of sourcing channel costs vs. internal processing costs
Decomposing cost-per-hire into sourcing and processing components identifies whether the excess cost comes from expensive channels or inefficient internal workflows.
In a needs assessment, what is the purpose of a 'gap analysis'?
Answer: To identify the difference between current and desired performance or capability levels
A gap analysis identifies the difference between where the organization is now and where it needs to be, guiding intervention design.
Which metric directly measures the effectiveness of an onboarding program?
Answer: New hire 90-day retention rate and 6-month performance rating
New hire retention at 90 days and early performance ratings directly reflect whether onboarding prepared employees to succeed and stay.
An HR analyst wants to use a survey to measure organizational climate. Which sampling method ensures all departments are proportionally represented?
Answer: Stratified random sampling
Stratified random sampling divides the population into subgroups (strata) and samples proportionally from each, ensuring departmental representation.
A manufacturing company analyzes safety incident data and finds a 40% increase in near-misses on night shifts. What is the most analytically sound next step?
Answer: Segment near-miss data by day of week, crew, and task type to identify patterns
Segmenting the data by multiple variables uncovers whether the issue is time-of-day, specific crews, or particular tasks before any intervention is designed.
Which of the following is an example of a 'leading indicator' in HR analytics?
Answer: Employee engagement score measured quarterly
Quarterly engagement scores are leading indicators because declining engagement predicts future turnover before it occurs, allowing proactive intervention.
When presenting HR analytics findings to a non-technical executive audience, which approach is most effective?
Answer: Lead with business impact and use simple visuals, reserving technical detail for an appendix
Executives need business implications first; leading with impact and clean visuals drives decisions, while technical detail can be provided on request.