Data Analytics & Visualization Flashcards
7 cards from real TOC practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Data Analytics & Visualization flashcards as text
A talent consultant discovers that the HRIS data used for an attrition analysis contains 18% missing values for the 'manager effectiveness' field. What is the BEST approach?
Answer: Investigate why the data is missing and use appropriate imputation or document the limitation
Investigating the cause of missingness (random vs. systematic) and applying appropriate imputation or transparency about limitations ensures analytic integrity.
When communicating people analytics findings to line managers, which presentation approach is most effective?
Answer: Lead with business impact and translate metrics into actionable team-level insights
Line managers respond best to business-impact framing and specific, actionable insights rather than statistical methodology they may not be trained to interpret.
Which feature of a well-designed talent analytics dashboard supports data-driven accountability?
Answer: Owner-level visibility where each leader sees their own team's metrics
Surfacing team-specific metrics to each leader creates direct accountability by making each person responsible for the outcomes within their sphere of influence.
A consultant is analyzing whether a new onboarding program improved 90-day retention. Which analytical design provides the strongest evidence of program effectiveness?
Answer: A quasi-experimental design comparing a treatment group (new program) to a control group (old program) simultaneously
A quasi-experimental design with concurrent treatment and control groups controls for time-based confounders, providing stronger causal evidence than pre-post comparisons alone.
What does 'cohort analysis' enable in the context of employee lifecycle data?
Answer: Tracking groups of employees hired at the same time to identify common patterns over their tenure
Cohort analysis groups employees by hire date (or another shared event) to track how the same group evolves over time, revealing retention trends and productivity curves.
An organization's talent data shows that high-potential employees identified two years ago have a 40% turnover rate. Which metric would help diagnose WHY this is happening?
Answer: Exit interview sentiment data segmented by high-potential designation
Exit interview data segmented by high-potential status directly captures the reasons high-potential employees are leaving, enabling targeted retention interventions.
In people analytics, what is the purpose of a 'sanity check' before publishing a dashboard metric?
Answer: To verify that the metric's calculated values are logically reasonable and match known ground truth
A sanity check validates that calculated metrics produce values consistent with known facts (e.g., headcount matches payroll records), catching data pipeline errors before they mislead decision-makers.