HRM/558 - RESEARCH IN HUMAN RESOURCE MANAGEMENT
December 21, 2015
1. Choose either the t-test or ANOVA and explain how it might be used to analyze training effectiveness.
The ANOVA test is the better option of the two options for analyzing the training effectiveness because it allows for the measurement of multiple variables versus two variables like the t-test uses. A training data, for example, provides several points to measure from, and it is better to utilize the ANOVA to get a more accurate measure of the training. ANOVA is very effective to measure three separate groups and then to compare the groups to each other. According to Ghauri and Grønhaug, the author of our text wrote, in problems involving one or two population means, t-methods are usually appropriate, but often non-parametric methods are good alternatives. In research, we are often confronted with comparisons of more than two groups simultaneously. To handle such situations analysis of variance (ANOVA) is frequently used. Before explaining this method, we will mention why carrying out several t-tests to compare all combinations of groups is not very appropriate (Ghauri, Grønhaug, 2005). However, the difficulty with ANOVA is when comparing the data to ensure that the trainers are using the same methods. ANOVA is the best method of determining if training is effective within an organization.
2. What are some statistical measures you might use to determine whether your organization’s retention rates are on par with the industry standard?
Organizations have been using statistics to make decisions based on the factors of median, mode and averages through methods of describing and analyzing data. For example, we can use statistics to measure whether the retention rates are on par with the rest of the industry by using descriptive statistics, and by finding the mode, mean, and median of all the data that the organization collected time....