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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

  1. A talent acquisition team uses a structured interview with a standardized scoring rubric. Which type of validity does this primarily support?

    Answer: Content validity

    A scoring rubric anchored to job-relevant competencies establishes content validity by ensuring the interview systematically covers required knowledge and skills.

  2. HR data shows that employees in the Northeast region have 30% higher engagement scores than those in the Southeast. What analytical step should come before drawing conclusions?

    Answer: Check whether survey response rates differ significantly between the two regions

    Different response rates can create selection bias, inflating scores in one region if only the most engaged employees completed the survey.

  3. In the context of SHRM's evidence-based HR framework, what does 'scientific evidence' refer to?

    Answer: Peer-reviewed research findings from academic journals and rigorous studies

    Scientific evidence in SHRM's framework refers to findings from rigorous, peer-reviewed research that has been tested and validated across multiple contexts.

  4. An organization tracks 'time-to-productivity' for new hires. What does this metric measure?

    Answer: The period from hire date until a new employee reaches expected performance output

    Time-to-productivity measures how long it takes a new hire to reach the performance standard expected of a fully functioning employee in that role.

  5. A company discovers through HR analytics that managers with high team engagement scores also have lower absenteeism on their teams. This finding represents which type of relationship?

    Answer: Correlation

    Finding that two variables move together (high engagement with low absenteeism) establishes correlation but does not prove that engagement causes lower absenteeism.

  6. Which approach best supports a business case for investing in an employee wellness program?

    Answer: Projecting ROI using healthcare cost savings, reduced absenteeism, and productivity gains

    A financial ROI projection linking the program to measurable cost reductions and productivity improvements speaks directly to business value for decision-makers.

  7. What is the purpose of conducting a 'sensitivity analysis' in an HR workforce planning model?

    Answer: To test how model outcomes change when key assumptions are varied

    Sensitivity analysis tests model robustness by changing input assumptions (e.g., turnover rates, growth projections) to see how much the output forecast changes.