Module 5 - Recruitment & Retention
What type of data sources may Organization Network Analysis use? A) All of the choices B) Email meta C) Chat D) Collaborative Tools (Teams/Slack etc.)
(A) All of the choices
What did Dr. de Vreede mean by analysis paralysis? A) Being overwhelmed by data and not knowing where to start. B) Not having enough knowledge to conduct analysis. C) Being averse to doing analysis with HR data. D) Not knowing what to do with the insights that come out of the analysis.
(A) Being overwhelmed by data and not knowing where to start.
Which category of people analytics would the question "does having childcare in the office building decrease the number of absences in female employees" fall under? A) Well-Being Analytics B) Retention Analytics C) Hiring Analytics D) Engagement Analytics
(A) Well-Being Analytics
What would be a question that can be asked to evaluate if a choice of hiring source is filtering out minority groups? A) What is the recruitment source success by minority groups? B) What is the reason why minority groups are not applying for the job? C) What are the percentage of minority candidates in the pipeline? D) How many of the hired minority candidates are being promoted within the next five years?
(A) What is the recruitment source success by minority groups?
According to Dr. de Vreede, why may it not be sufficient to measure only engagement as a barometer for retention? A) Engagement is not measurable. B) Minority groups may be engaged but still not feel included. C) Engagement does not predict retention. D) Minority groups do not tend to be engaged.
(B) Minority groups may be engaged but still not feel included.
What is the purpose of diagnostic analytics? A) To know what happened in the past? B) To know what is happening now and why? C) To know what is likely to happen and why? D) None of the above
(B) To know what is happening now and why?
From the presentation, an example of linkage analysis would be: A) Evaluating if all minority groups are well linked within the organization. B) Assessing the links between supervisors and their subordinates. C) Evaluating if a specific leadership style results in different outcomes for males and females. D) Evaluating attitudes of a majority toward a minority
(C) Evaluating if a specific leadership style results in different outcomes for males and females.
Why is it important to ask the right questions with regard to DEI and people analytics? A) Right questions allow organizations to use their data wisely B) Right questions lead organizations towards their people analytics goals C) Questions indicate the attitude of the organization toward their DEI efforts D) All of the choices
(D) All of the choices
Which of the following is a people analytics question? A) How are the number of connections that URGs have related to their promotions? B) What percentage of diversity hires have been a part of overall attrition? C) Neither are people analytics questions. D) Both are people analytics questions.
(D) Both are people analytics questions.
In the beginning of the presentation, Dr. de Vreede speaks about a CEO and her people analytics efforts. What type of analysis did the CEO perform? A) Pay equity analysis B) Linkage analysis C) Internal labor market analysis D) Organization network analysis
(D) Organization network analysis
