1-1 Discussion: Data and Statistics

#1. You are a human resources (HR) analyst reporting to a recently hired supervisor. Your supervisor has asked you to provide an example of data processed by HR. Describe one type of data that an HR department may process, and discuss a corresponding statistical method that may be used to summarize the data. #2. In responding to two of your peers’ posts; Do you agree with the statistics that your peers used to summarize their data? Explain using specific examples. **Support your initial posts, and response posts, with scholarly sources cited in APA format.
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Initial Post
You are a human resources (HR) analyst reporting to a recently hired supervisor. Your supervisor has asked
you to provide an example of data processed by HR. Describe one type of data that an HR department may
process, and discuss a corresponding statistical method that may be used to summarize the data.
In responding to your peers’ posts, select responses that suggest types of HR data that are different from
your own. Do you agree with the statistics that your peers used to summariz e their data? Explain using
specific examples.
Support your initial posts and response posts with scholarly sources cited in APA style.
Peer response 1
HR Data at NASA – Kanija Sayles
I work for the National Aeronautics and Space Agency. Because we study the universe and do groundbreaking
work, we have some of the brightest minds in the world working for us (www.NASA.gov). In order for Human
Resources to make sure we are recruiting equally and fairly, job seekers are given a demographics survey to f ill
out anonymously. They are also asked how they heard about the position.
The demographics data are cross-sectional, categorical data that the agency uses to ensure their recruiting
practices are multifaceted (de Veaux et al, 2018). Out of the virtual stack of resumes and applications, the
ethnicities, military affiliations, genders, and other measured information would be weighted.
REFERENCES
Retrieved from www.NASA.gov
De Veaux, R.D., Sharpe, N.R., Velleman, P.F. (2018). Business statistics. New York: Pearson.
Peer response 2
Discussion 1 – MacKenzie Baertschi
I currently work for a healthcare IT company but I am located in a hospital and see how a hospital is
run on a day to day basis. I don’t necessarily know exactly what statistical data analysis tools the HR
department at the hospital uses but I know some of the technical solutions they use and how it helps them.
The most recent new project I was a part of was the go-live with Clairvia. This helped provide data about
patient volume in each department and at all times of day. The managers would then use this data in
conjunction with Clairvia to determine appropriate staffing for each department. This led to some
departments changing their shift times, the amount of full-time versus part-time employees, and whether or
not to have staff on-call. The benefit it to provide the best patient care with the least amount of resources
possible in order to maintain the bottom line of the organization. These changes affecte d the HR department
because they had to reconfigure current staff to fit the new staffing needs and hire new staff if necessary.
“Discovering trends in recruiting needs or performance technology can help companies best
dedicate resources, as well as find strong fits for skill sets” (“Six Powerful Ways Your HR Team…”). The Forbes
article goes on to talk about how technology can help to improve the workers’ experience and make it easier
for HR to analyze data and put their findings into action.
F. (2017, February 02). Six Powerful Ways Your HR Team Can Leverage Big Data. Retrieved May 2, 2018, from
https://www.forbes.com/sites/forbeshumanresourcescouncil/2017/02/02/six-powerful-ways-your-hr-teamcan-leverage-big-data/#39fd1ad85de9

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