Professional Documents
Culture Documents
People Analytics 1st Week
People Analytics 1st Week
organizations:
Employee retention
Hiring
Performance evaluation
Team composition
1 point
2.Question 2
Which of the following is not true?
1 point
3.Question 3
Which of the following is not true?
“If we select the best performers on a specific metric in a given period of time…”
Their success is likely due to a mix of good skill and good luck.
Their ranks relative to each other may not reflect their true underlying abilities.
Their performance on other metrics in that same period is likely closer to average.
1 point
4.Question 4
A company designs a training program for underperforming employees. They enroll in the
program the employees who received the worst 10% of performance evaluations in a given
year. They find that very few of the employees who go through the program are in the bottom
10% of performance evaluations the next year. What can they conclude about their new
program?
Though it may not be clear why, the program is effective at improving performance.
Nothing unless they can compare their performance to similar employees who did not receive the
training.
1 point
5.Question 5
Which of the following does not dilute the value of collecting opinions from a number of
people (e.g., regarding a performance evaluation or hiring decision)?
They have similar backgrounds.
1 point
6.Question 6
Which of the following is not a benefit of the “wisdom of crowds” (i.e., collecting a group of
independent opinions) approach to employee-related decisions?
Reduces variance
1 point
7.Question 7
There are a handful of common mistakes people make when trying to separate skill from
chance. Which of the following is not one of those mistakes?
Outcome bias
Narrative seeking
Hindsight bias
Loss aversion
1 point
8.Question 8
Which of the following mistakes is not implied by the “Law of Small Numbers”, the tendency
to believe that small samples closely match the underlying conditions.
Believing employees are more different from each other than they actually are
1 point
9.Question 9
A firm is evaluating the performance of two managers running a summer training program.
One manager is in a large division with over 100 trainees, while the other is in a small division
with only 15 trainees. What is one principle the firm should use in its evaluation?
Treat them equally, as it’s not clear ex ante whether it is an advantage or disadvantage to have a
large group.
Expect higher performance from the large group because of scale economies.
Expect higher performance from the smaller group because of closer supervision.
1 point
10.Question 10
An organization contracts with software developers to produce apps for clients. The
organization is paid in part by how well the app sells in the marketplace. Historically they
have evaluated their developers primarily by this same outcome measure, how well the apps
sell. The organization is considering adding process measures to the performance
evaluation, e.g., time to completion, quality of code, coordination with other developers,
client satisfaction. Which of the following is not a reason the firm should include these
process measures in employee performance evaluations?
There is considerable uncertainty in app sales that is outside the control of the developer.
Developer performance on the process measures is likely more persistent – good or bad – than it is
on the outcome measures.
1 point
http://www.insightcrunch.com/2009/08/people-draft.html