For research and learning purpose, please clearly state the step with answer.

1a. Explain: There is a critical need for logical frameworks that connect investments in HRprograms to important strategic outcomes.

1b. Present and explain one such logical framework.

1c. Why are such frameworks so powerful?

2. Using the L-A-M-P model, explain: HR measurement systems are only as valuable as the decisions they improve and the organizational effectiveness to which they contribute.

3a. Based on a study you conduct, you calculate a correlation of 0.47 between employee-engagement scores and customer satisfaction. Interpret this result in statistical terms.

3b. Your boss looks at your data and concludes, "We should invest in HR programs to improve employee-engagement scores so that we can improve customer satisfaction. How do you respond?

4. What is the difference between an experimental and a quasi-experimental design?

5. Your firm invests $78,000 in a turnover-reduction program that is expected to generate$392,000 in cash flows five years from now. Using a discount factor of 6.75%, what isthe net present value of this investment?

6. What's wrong with using total pay as an estimate of the value of employees' time?

7. Why should efforts to reduce employee absenteeism or employee turnover focus special attention on talent pools in pivotal jobs?

8. Why should organizations invest more money in HR programs that will improve performance in pivotal jobs with high values of SDy?

9. How can measures of staffing processes interact with talent flows to provide usefuldiagnostic information?

10. If an organization needs to hire a certain number of people, why is it not always thebest strategy to make the selection ratio as small as possible?

11. How is "quality" defined in the Taylor-Russell, Naylor-Shine, and Brogden-Cronbach-Gleser models of utility?

12. In staffing, how do changes in the predictor cutoff affect the incidence of Type I (erroneous acceptance) and Type II (erroneous rejection) errors?

13 a. If you wanted to adjust the Brogden-Cronbach-Gleser model of utility for the effectsof economic factors (variable costs, taxes, and discounting), what formula would youuse?

13 b. Explain each term in the formula you recommended in part a.

14. How might break-even analysis help decision makers to deal with risk and uncertainty in utility analysis?

15. In estimating the payoffs associated with training, why is it necessary to correct theeffect size, d, for the effects of unreliability in the measure of performance?