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Terms in this set (29)
critical evaluation
refers to examining an idea, a process, or an event with an open, objective, and inquiring mind
data advocacy
Developing an inquiring mindset, learning what data drives the business and where it can be found, developing partnerships across the organization to promote EBDM, and modeling the skill of EBDM to the entire organization through the decisions HR makes and the plans of action it undertakes
EBDM
evidence-based decision making; Being able to apply the results of data gathering and analysis to make better business decisions
data gathering
Knowing what constitutes sufficient, credible, and objective evidence and being able to find it
data analysis
Being able to organize data so that it reveals patterns and to analyze it to detect logical relationships
steps in EBDM (Evidence-Based Decision Making)
1. Ask - translate the situation into a
question
2. Acquire - gather information
3. Appraise - determine if information is valid
4. Aggregate - prepare/prioritize data for analysis
5. Apply - use data to draw conclusions/solutions
6. Assess - monitor the solution
How to Improve EBDM (Evidence-Based Decision Making)
* Develop a questioning mind
* Build fluency in the scientific literature for HR
* Gather data on a continuous
basis
* Use evidence when communicating w/stakeholders
* Institutionalizing the competency in the HR function
Phrasing the problem in the form of a question to be answered
What is the first step in evidence-based decision making (EBDM)?
-Looking for logical connections among the gathered data
-Verifying the value of the activity to the organization
-Identifying good, reliable sources of
data
-Phrasing the problem in the form of a question to be answered
Ensure that the results of all HR activities are measured.
What is a practical way to develop the credibility of HR staff as data advocates?
-Ensure that the results of all HR activities are measured.
-Send HR representatives to meetings of other functions to discuss HR's role.
-Subscribe to major HR and organizational psychology
journals.
-Hire HR staff with more advanced degrees.
Aggregation
An HR team has mined the ERP database for data related to implementation of the performance management system. What step must they complete before proceeding to analysis of the data?
-Aggregation
-Assessment
-Application
-Acquisition
quantitative data
consists of objective measurements that can be verified and used in statistical analysis—for example, the number of employees in an organization
qualitative data
involves a subjective evaluation of actions, feelings, or behaviors; could be self-assessments such as employee evaluations of satisfaction with job conditions
focus group
a small group (normally six to twelve) invited to actively participate in a structured discussion with a facilitator
focus group tools
* mind mapping and affinity diagramming
* nominal group technique (NGT)
* Delphi technique
Mind mapping and affinity diagramming
The group categorizes and subcategorizes data until relationships are clearly drawn.
Nominal group technique (NGT)
technique proceeds through rounds in which participants each suggest ideas. The rounds continue until no further ideas are proposed. Then the group discusses the items, eliminates redundancies and items considered irrelevant, and agrees on the importance of the remaining items
Delphi technique
technique progressively collects information from a group on a preselected issue. The first respondent proposes information, the next respondent adds something different, and so on, until a list can be compiled. The respondents are anonymous. In the second round, the researcher circulates the list and asks each respondent in turn to refine previous ideas, to comment on each idea's strengths and weaknesses for addressing the issue, and to identify new ideas
Nominal group technique
What data-gathering method requires a face-to-face meeting?
-Nominal group technique
-Delphi technique
-Trend and ratio analysis
-Regression analysis
Delphi technique
Which approach describes the form of data gathering in which experts take turns presenting their assumptions and
refining a composite answer but never meet face to face?
-Trend analysis
-Delphi technique
-Nominal group technique
-Managerial estimates
Belief that decisions should be based on evidence
An HR leader is proposing to senior management that HR be provided with the time and resources to conduct a full compensation structure analysis. The HR leader chooses two cases to show the effects of misaligned
compensation. The compensation is well over market rates in one instance and well below market value in the other. (The rates are derived from a national compensation survey.) What does this proposal demonstrate?
-Supporting an argument with insufficient and unrepresentative data
-Belief that decisions should be based on evidence
-Cherry-picking data that will support the leader's plan
-Commitment to data gathering and analysis
Analytical projects with no strategic benefit
An HR function has recently acquired a business intelligence (BI) system with online analytical processing capabilities. What is one danger that the leader of the function should be alert to?
-Increased need for monitoring of software maintenance
-More problematic relationship with IT support
-More time spent considering data from different angles
-Analytical projects with no strategic benefit
Show me data on how this would benefit us.
What is the best response an HR director might give to staff members seeking his support for a new policy on flexible time?
-Are our competitors offering similar flexibility policies?
-Include the idea in the next employee survey.
-Create a small pilot study to test the idea.
-Show me data on how this would benefit us.
Staff are assigned to research demographic data and report on its significance at meetings.
What action would best communicate to HR staff the importance HR leadership assigns to evidence-based decision making?
-Speakers from stakeholder groups and the community are invited in to present to the entire HR staff.
-The head of HR provides subscriptions to major business and organizational performance journals.
-Staff are assigned to research demographic data
and report on its significance at meetings.
-Staff members are required to take at least one class on statistical principles every three years.
Staff performs a regression analysis to identify likely factors for success in candidate profiles.
Which action best illustrates the use of evidence-based decision making in HR?
-A director bases promotion decisions on the recommendations of trusted
staff.
-Staff performs a regression analysis to identify likely factors for success in candidate profiles.
-HR documents and educates all staff about standard operating procedures.
-Staff participates in monthly lunches to discuss recent studies in journals on organizational performance.
Members should be a representative sample of the employee population.
Management has requested that HR conduct a
focus group to better understand the results of a recent compensation survey. Which is the most important factor HR will want to consider when forming the focus groups?
-The focus group facilitator should be well known to participants, preferably one of their managers.
-Focus group objectives should be kept general to encourage the group to move in its own direction.
-Participants should include only subject matter experts to ensure that the time is well spent.
-Members should be a
representative sample of the employee population.
Ask focus group participants to complete an anonymous survey that calls for numerical responses to specific questions.
A vice president and the HR director observe an employee focus group facilitated by HR staff. Both take notes, but their perceptions of employees' priorities and the strength of employee feelings on certain topics differ enough that both are
reluctant to act on the group responses. What would be the best solution that the HR director could propose?
-Rerun the focus group with an outside facilitator and a different group of employees.
-Assemble another focus group, keeping conditions the same, and see if the disagreement persists.
-Ask focus group participants to complete an anonymous survey that calls for numerical responses to specific questions.
-Set aside areas of disagreement and focus on areas where the vice
president and the director heard the same messages.
The preselected group does not meet, and each person makes and submits an independent forecast.
How is the Delphi technique used to perform a judgmental forecast?
-Each preselected group member makes an independent forecast, and then the group meets to come to agreement.
-The preselected group meets one time for discussion; then each member makes an
independent forecast.
-The preselected group does not meet, and each person makes and submits an independent forecast.
-Preselected individuals meet and come to consensus through a controlled discussion process.
Whether data about trends in one industry will apply to all industries
The CEO of a financial firm asks HR to benchmark the organization's turnover. In a well-known publication, the HR manager
identifies a turnover benchmark from the education industry. When evaluating the validity of the data, which key concept should the HR manager consider?
-Whether data about trends in one industry will apply to all industries
-The reputation of the author or researcher for the publication
-Whether the data cited can be found online in multiple sources
-The number of years included in the benchmark study
Confirm that participants in the focus groups are representative of the workplace.
Which is the best way for HR to ensure that a work/life balance focus group is successful in brainstorming potential ideas and solutions for improvement?
-Select a facilitator from within the organization to lead the focus group discussion.
-Have supervisors assign engaged employees as members of the focus group.
-Confirm that participants in the focus groups are representative of the
workplace.
-Structure discussion topics and set specific outcomes for the focus group.
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