Analytical Aptitude - Quiz Questions - 01-14-2023

An HR manager is asked by the Vice President of HR to define and implement a simulation-based assessment center that uses specially trained observers to rate each candidate's performance. The need is to assess which employees have potential for promotion into management. The VP of HR is familiar with this practice, having used the technique in a prior company, and she sees the assessment center as a best practice innovation. The VP of HR is new and comes from a large but entirely domestic organization with an aging workforce. Her new company is a global organization with eight operations located around the world. It is highly diverse in terms of ethnicity, and the average worker is probably 15 to 20 years younger than the VP of HR is used to. In researching methodologies, the HR manager stumbles onto an online assessment system that requires no trainers and raters, takes 75% less time to complete than the assessment center process, and has higher validity and reliability as an assessment technique. What should the HR manager do with the information they have uncovered? O Create a business case including cost-benefit analyses of both options. O Forward materials about the online option to the VP of HR and let them make their own decision. O Put it aside as an option that is not viable now but should be researched and tested further. O Move forward with option that the HR manager deems to be the best.

O Create a business case including cost-benefit analyses of both options.

During an accident investigation, an HR manager determines that the injured employee could not read the safety data sheet (SDS). The manager reviews the company's training database and discovers that 10% to 15% of the current employees possess poor reading comprehension and cannot read the lockout/tagout (LOTO) procedures for machinery or the MSDS for hazardous chemicals. Upon further investigation, the HR manager learns that these employees regularly ask coworkers for assistance with LOTO and MSDS. Fortunately the company has not had a major catastrophic injury or death related to these areas, although a review of historic data on employee injury rates indicates a high percentage of minor injuries involving chemical burns and skin abrasions. These injuries have resulted in a higher-than-average experience modification rate that has adversely impacted the company's workers' compensation insurance premiums. The HR manager decides to develop a reading literacy program to provide coaching and tutoring to raise the reading and comprehension levels for all employees, soliciting a local educational institution to develop these reading courses. How should the HR manager evaluate the effectiveness of the program? O Ask participants if they are enjoying the program and if they are improving their reading skills. O Ask colleagues if the employees in the program are still asking as many questions about instructions. Correct O Track the quarterly accident reports to see if they have decreased since the training began. O Ask managers for their feedback as to whether their employees' morale has improved.

O Track the quarterly accident reports to see if they have decreased since the training began.

The HR Manager is evaluating the salaries in the logistics department. What is the mode of the salary values $55,000, $55,000, $55,000, $55,000, $60,000, $60,000, $60,000, $63,000, $65,000, and $65,000? o $55,000 o $60,000 o $63,000 o $65,000

o $55,000 Rationale The mode is the most frequently occurring value. There are four salaries at $55,000, three at 60,000, one at $63,000, and two at $65,000.

An HR team has mined the enterprise resource planning (ERP) database for data related to implementation of the performance management system. What step must they complete before proceeding to analysis of the data? o Acquisition o Aggregation o Application o Assessment

o Aggregation Rationale Once the data has been acquired or collected, it must be aggregated (combined) and organized in a way that supports the goals of the analysis.

A call center needs to hire more than 1,000 employees over the next three months to meet its hiring needs for a new health-care contract. The terms of the contract require that all employees have clear background screenings and at least half be multilingual. Currently, 25 managers and 10 employees meet all the requirements. Senior management has offered to actively participate in the hiring process and has made many suggestions, including group interviews, mass training, and virtual hiring and training. The CEO has asked HR to take the lead in putting together a comprehensive project plan within the next week to be presented to the management team. Which strategy should HR use to decrease turnover of the multilingual new-hire population? o Assign the 35 qualified current employees to serve as peer mentors for the new hires. o Implement weekly training for the new hires on job content and requirements. Incorrect o Ask new hires and current employees who speak the same language to form special interest groups. o Designate new hires to language-specific teams with a manager who speaks the same language.

o Assign the 35 qualified current employees to serve as peer mentors for the new hires.

Which tool would be best for analyzing and presenting data about the relationship between years of education and amount of income? o Cause-and-effect diagram o Histogram o Control chart o Scatter diagram

o Scatter diagram Rationale A scatter diagram shows possible relationships between two variables. For example, if an HR professional wants to find out if there is a relationship between years of education and amount of income, he or she could create a scatter diagram with the years of education placed on one axis and the amount of income on the other.

During an accident investigation, an HR manager determines that the injured employee could not read the safety data sheet (SDS). The manager reviews the company's training database and discovers that 10% to 15% of the current employees possess poor reading comprehension and cannot read the lockout/tagout (LOTO) procedures for machinery or the MSDS for hazardous chemicals. Upon further investigation, the HR manager learns that these employees regularly ask coworkers for assistance with LOTO and MSDS. Fortunately the company has not had a major catastrophic injury or death related to these areas, although a review of historic data on employee injury rates indicates a high percentage of minor injuries involving chemical burns and skin abrasions. These injuries have resulted in a higher-than-average experience modification rate that has adversely impacted the company's workers' compensation insurance premiums. The HR manager decides to develop a reading literacy program to provide coaching and tutoring to raise the reading and comprehension levels for all employees, soliciting a local educational institution to develop these reading courses. Which criteria should the HR manager use to justify the proposed reading improvement program? o Comparison of on-the-job injury rates for employees whose reading levels are below the national average to the rates for employees at or above the national average. o Comparison of cost-per-accident rate for employees whose reading levels are below the national average to the rate for employees at or above the national average. o Comparison of average age of employees whose reading levels are below the national average to the age of employees at or above the national average. o Comparison of annual performance evaluation data for employees whose reading levels are below the national average to those at or above the national average.

o Comparison of on-the-job injury rates for employees whose reading levels are below the national average to the rates for employees at or above the national average.

A call center needs to hire more than 1,000 employees over the next three months to meet its hiring needs for a new health-care contract. The terms of the contract require that all employees have clear background screenings and at least half be multilingual. Currently, 25 managers and 10 employees meet all the requirements. Senior management has offered to actively participate in the hiring process and has made many suggestions, including group interviews, mass training, and virtual hiring and training. The CEO has asked HR to take the lead in putting together a comprehensive project plan within the next week to be presented to the management team. Which should be the first step HR includes in the project plan to meet hiring needs and contract requirements? o Offer the 35 qualified employees incentives for referring additional qualified applicants. Incorrect o Determine the format and evaluation method for the interviews. o Prepare an onboarding process to introduce new employees to the contract. o Develop a recruiting strategy to reach as many potential applicants as possible.

o Develop a recruiting strategy to reach as many potential applicants as possible.

During an accident investigation, an HR manager determines that the injured employee could not read the safety data sheet (SDS). The manager reviews the company's training database and discovers that 10% to 15% of the current employees possess poor reading comprehension and cannot read the lockout/tagout (LOTO) procedures for machinery or the MSDS for hazardous chemicals. Upon further investigation, the HR manager learns that these employees regularly ask coworkers for assistance with LOTO and MSDS. Fortunately the company has not had a major catastrophic injury or death related to these areas, although a review of historic data on employee injury rates indicates a high percentage of minor injuries involving chemical burns and skin abrasions. These injuries have resulted in a higher-than-average experience modification rate that has adversely impacted the company's workers' compensation insurance premiums. The HR manager decides to develop a reading literacy program to provide coaching and tutoring to raise the reading and comprehension levels for all employees, soliciting a local educational institution to develop these reading courses. After consideration and budget approval from the CEO and the CFO, what is the first step the HR manager should take to introduce the reading program to company employees? o Send an e-mail to all supervisors requesting that all of their employees plan to attend the company reading improvement program. Correct o Form a small pilot group of employees, including employees with a reading level below the national average, and test the program. o Post an announcement in the break-room that a reading improvement program is available to any employee who cannot read. o Send an e-mail to all employees announcing that a reading improvement program is available for any employee who cannot read.

o Form a small pilot group of employees, including employees with a reading level below the national average, and test the program.

How do HR analytics differ from HR metrics? o HR analytics provide context to data. o HR metrics interpret captured data. o HR analytics record linear data. o HR metrics correlate multiple data.

o HR analytics provide context to data. Rationale Analytics convert a metric into a decision support tool by adding context. HR measures collect and tabulate data. HR objectives and strategies stem from analytics.

An analyst predicts a total number of voluntary and involuntary separations over the next year and gives the report a statistical rating of P50. What does this mean? o The sample size was half of the total workforce size at the time of analysis. o The simulation was repeated 50 times to test its accuracy. o The analyst is not very confident in the number's accuracy. o Half of the forecasts will be above the reported number and half will be below.

o Half of the forecasts will be above the reported number and half will be below. Rationale P50 indicates that an estimate lies in the middle of a range: half are higher and half lower.

What data-gathering method requires a face-to-face meeting? o Delphi technique o Trend and ratio analysis o Regression analysis o Nominal group technique

o Nominal group technique Rationale The nominal group technique uses a variety of individuals associated with the industry to forecast ideas and assumptions. This technique requires that the individuals meet face-to-face. The Delphi technique is performed individually but anonymously and is therefore not performed face-to-face.

A call center needs to hire more than 1,000 employees over the next three months to meet its hiring needs for a new health-care contract. The terms of the contract require that all employees have clear background screenings and at least half be multilingual. Currently, 25 managers and 10 employees meet all the requirements. Senior management has offered to actively participate in the hiring process and has made many suggestions, including group interviews, mass training, and virtual hiring and training. The CEO has asked HR to take the lead in putting together a comprehensive project plan within the next week to be presented to the management team. Which stakeholders are the most critical for HR to include in the initial project planning process? o Members from local sources for recruiting new employees. o Recruiting manager, talent development manager, and employee relations manager. o Law enforcement personnel who will conduct background screenings. o The 35 employees currently meeting contract requirements.

o Recruiting manager, talent development manager, and employee relations manager.

A group of applicants is given the same assessment at the same time across three consecutive days. Which statistical strength of the assessment is being measured with this method? o Validity o Forced rating o Reliability o Standard deviation

o Reliability Rationale Reliability is the ability of a data-gathering tool to produce consistent results. The other answer choices do not measure the ability to provide results on a consistent basis.

An HR manager is asked by the Vice President of HR to define and implement a simulation-based assessment center that uses specially trained observers to rate each candidate's performance. The need is to assess which employees have potential for promotion into management. The VP of HR is familiar with this practice, having used the technique in a prior company, and she sees the assessment center as a best practice innovation. The VP of HR is new and comes from a large but entirely domestic organization with an aging workforce. Her new company is a global organization with eight operations located around the world. It is highly diverse in terms of ethnicity, and the average worker is probably 15 to 20 years younger than the VP of HR is used to. In researching methodologies, the HR manager stumbles onto an online assessment system that requires no trainers and raters, takes 75% less time to complete than the assessment center process, and has higher validity and reliability as an assessment technique. The VP of HR has already indicated a preference for the assessment center approach, what would be the most effective way to reopen the options for this project? o The HR manager should lobby the other VPs to convince the VP of HR to consider other options. o The HR manager should emphasize business needs met by the online assessment option that are not provided by the traditional method. o The HR manager should urge the VP of HR to experience the online option by completing an online assessment herself. o The HR manager should conduct a small pilot study on their own and present company-related data rather than the manufacturer's claims.

o The HR manager should emphasize business needs met by the online assessment option that are not provided by the traditional method.

During an accident investigation, an HR manager determines that the injured employee could not read the safety data sheet (SDS). The manager reviews the company's training database and discovers that 10% to 15% of the current employees possess poor reading comprehension and cannot read the lockout/tagout (LOTO) procedures for machinery or the MSDS for hazardous chemicals. Upon further investigation, the HR manager learns that these employees regularly ask coworkers for assistance with LOTO and MSDS. Fortunately the company has not had a major catastrophic injury or death related to these areas, although a review of historic data on employee injury rates indicates a high percentage of minor injuries involving chemical burns and skin abrasions. These injuries have resulted in a higher-than-average experience modification rate that has adversely impacted the company's workers' compensation insurance premiums. The HR manager decides to develop a reading literacy program to provide coaching and tutoring to raise the reading and comprehension levels for all employees, soliciting a local educational institution to develop these reading courses. Which additional benefit could the company gain from successful implementation of the reading program? o The company could use this initiative to improve its employee brand and corporate social responsibility. o This could result in better communication between employees and management. o With positive reactions to the training, the company could institute additional employee improvement programs. Incorrect o It could result in greater performance output per employee and higher levels of engagement.

o The company could use this initiative to improve its employee brand and corporate social responsibility.

A call center needs to hire more than 1,000 employees over the next three months to meet its hiring needs for a new health-care contract. The terms of the contract require that all employees have clear background screenings and at least half be multilingual. Currently, 25 managers and 10 employees meet all the requirements. Senior management has offered to actively participate in the hiring process and has made many suggestions, including group interviews, mass training, and virtual hiring and training. The CEO has asked HR to take the lead in putting together a comprehensive project plan within the next week to be presented to the management team. The HR team decides to implement a structured interview as part of the hiring phase. What should the HR director do to ensure that the interviews provide the same quality and quantity of information on each candidate? o Train a group of HR team members and call center managers to conduct the interviews. o Assign HR team members to conduct the interviews. o Advise interviewers to adapt the interview questions based on how the applicants respond. o Arrange for there to be at least two interviewers per applicant.

o Train a group of HR team members and call center managers to conduct the interviews.

An HR manager is asked by the Vice President of HR to define and implement a simulation-based assessment center that uses specially trained observers to rate each candidate's performance. The need is to assess which employees have potential for promotion into management. The VP of HR is familiar with this practice, having used the technique in a prior company, and she sees the assessment center as a best practice innovation. The VP of HR is new and comes from a large but entirely domestic organization with an aging workforce. Her new company is a global organization with eight operations located around the world. It is highly diverse in terms of ethnicity, and the average worker is probably 15 to 20 years younger than the VP of HR is used to. In researching methodologies, the HR manager stumbles onto an online assessment system that requires no trainers and raters, takes 75% less time to complete than the assessment center process, and has higher validity and reliability as an assessment technique. What would be the best criteria to use in deciding whether to implement either or both assessment alternatives? o Validity in predicting success and accessibility to all qualified employees. o Opinions from a few of the HR manager's colleagues who have used the system in their company. o Cost-effectiveness and number of employees who can be assessed in each period. o Acceptance by users and time required for assessment.

o Validity in predicting success and accessibility to all qualified employees.