WGU D435 TESTED QUESTIONS AND
SOLUTIONS FINAL PAPER
◉ HR dashboards
Answer: This is a visual tool that HR can leverage to report on
relevant KPIs and people analytics information.
◉ Specialist people analytics technology
Answer: refers to advanced tools and platforms designed
specifically for analyzing and managing human resources data to
drive insights and improve decision-making related to people and
workforce management.
◉ Non-HR data
Answer: Every department across any given organization likely
has data and their own KPIs. The most common examples include
sales data, operations insights, market trends, and other
financials.
◉ Missing Data
Answer: This refers to data sets that have gaps and absences.
◉ Outdated Data
Answer: refers to information that is no longer current or relevant
due to the passage of time.
,◉ No Data
Answer: Sometimes a particular data set is simply not available
◉ Outliers
Answer: data points that vary significantly from the rest of the
data set and therefore skew the results
◉ Qualitative Analysis
Answer: 1. Identify Biases/noting overal impressions
2. Reducing and coding into themes your data
3. Searching for patterns and interconnections
4. Mapping and building themes
5. Building and verifying theories
6. Drawing conclusions
◉ Quantitative Data
Answer: refers to data that is numerical and can be measured or
quantified. It is used to quantify variables and is often associated
with statistical analysis
◉ Qualitative Data
Answer: refers to descriptive data that provides insights into
qualities, attributes, and characteristics. It is used to understand
concepts, opinions, or experiences
, ◉ Synthesizing
Answer: contributing data from multiple data sources
◉ HR Reporting
Answer: encompasses the systematic collection, analysis, and
presentation of data in a way that can help the organization make
the most beneficial decisions possible
◉ Voice of Employee Data
Answer: detailed employee data that helps organizations learn
about the 'voice' and detail behind a traditional employee
engagement survey.
◉ Unstructured Data
Answer: typical sources of data could be both internal to the
organization or external to the organization. (i.e. comments from
employee surveys or Glassdoor reviews)
◉ Labor and Talent Market Data
Answer: This is the collection and analysis of external data as it
relates to geographies, people, skills, jobs, salaries, functions and
competitors, which when combined with internal data, enables
easier decision making.
◉ Collaboration and Productivity Data
SOLUTIONS FINAL PAPER
◉ HR dashboards
Answer: This is a visual tool that HR can leverage to report on
relevant KPIs and people analytics information.
◉ Specialist people analytics technology
Answer: refers to advanced tools and platforms designed
specifically for analyzing and managing human resources data to
drive insights and improve decision-making related to people and
workforce management.
◉ Non-HR data
Answer: Every department across any given organization likely
has data and their own KPIs. The most common examples include
sales data, operations insights, market trends, and other
financials.
◉ Missing Data
Answer: This refers to data sets that have gaps and absences.
◉ Outdated Data
Answer: refers to information that is no longer current or relevant
due to the passage of time.
,◉ No Data
Answer: Sometimes a particular data set is simply not available
◉ Outliers
Answer: data points that vary significantly from the rest of the
data set and therefore skew the results
◉ Qualitative Analysis
Answer: 1. Identify Biases/noting overal impressions
2. Reducing and coding into themes your data
3. Searching for patterns and interconnections
4. Mapping and building themes
5. Building and verifying theories
6. Drawing conclusions
◉ Quantitative Data
Answer: refers to data that is numerical and can be measured or
quantified. It is used to quantify variables and is often associated
with statistical analysis
◉ Qualitative Data
Answer: refers to descriptive data that provides insights into
qualities, attributes, and characteristics. It is used to understand
concepts, opinions, or experiences
, ◉ Synthesizing
Answer: contributing data from multiple data sources
◉ HR Reporting
Answer: encompasses the systematic collection, analysis, and
presentation of data in a way that can help the organization make
the most beneficial decisions possible
◉ Voice of Employee Data
Answer: detailed employee data that helps organizations learn
about the 'voice' and detail behind a traditional employee
engagement survey.
◉ Unstructured Data
Answer: typical sources of data could be both internal to the
organization or external to the organization. (i.e. comments from
employee surveys or Glassdoor reviews)
◉ Labor and Talent Market Data
Answer: This is the collection and analysis of external data as it
relates to geographies, people, skills, jobs, salaries, functions and
competitors, which when combined with internal data, enables
easier decision making.
◉ Collaboration and Productivity Data
