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
An HR analyst notices that voluntary turnover spikes every March. Which analytical approach best identifies the root cause?
Answer: Exit interview sentiment analysis correlated with seasonal compensation reviews
Correlating exit interview data with compensation review timing reveals whether pay dissatisfaction drives the March turnover spike.
When building a workforce planning model, which metric is most useful for forecasting internal labor supply?
Answer: Markov chain transition probabilities by role
Markov chain models use historical movement rates between roles to project how many employees will remain, promote, transfer, or leave.
A company's HR scorecard shows high employee engagement but increasing absenteeism. What should the analyst investigate first?
Answer: Whether the engagement survey instrument is valid and reliable
A contradiction between high engagement and high absenteeism often signals a measurement problem with the survey itself before assuming a behavioral issue.
Which statistical measure best describes the spread of salary data within a pay grade?
Answer: Standard deviation
Standard deviation quantifies how widely individual salaries vary around the average within a pay grade, indicating compression or spread.
An HR team wants to determine whether a new leadership development program caused an increase in promotion rates. Which design provides the strongest causal evidence?
Answer: Quasi-experimental design with a matched control group
A quasi-experimental design with a matched control group controls for confounding variables, providing stronger evidence of causality than pre/post or benchmark approaches.
In HR analytics, what does a high 'offer acceptance rate' primarily indicate?
Answer: Competitiveness of the compensation and employer brand
Offer acceptance rate reflects how attractive candidates find the compensation package and employer brand compared to competing offers.
A regression model predicting employee performance has an R² of 0.12. What does this mean for HR decision-making?
Answer: The model explains 12% of performance variance and should be used cautiously as a supplemental tool
An R² of 0.12 means the model accounts for only 12% of performance variation, so it should inform but not replace holistic judgment.