$.$Do you agree with the statistical method they chose? Support your responses with specific examples.

Common HR data that analysts are likely to come across include employee absenteeism records, employee turnover rates, performance evaluation records, compensation and benefits, job titles, and recruitment metrics among others. For this discussion, I will focus on absenteeism data which can potentially provide valuable insights if properly processed and used. The data can be used to identify trends in productivity, assessing the wellbeing of employees, and in revealing some key trends such as poor working conditions or employee satisfaction. With such, HR managers available are able to identify high risk departments and shifts. Proactive steps including strategies to improve employee engagement and wellness programs can be implemented.$$

A statistical method that can be applied with such data would be the measures of central tendency $($mean and median$).$ The mean can be useful in giving the average number of absent days for an employee while the median can account for the skewed distribution following caused by say high unusual absenteeism$.$ Hypothesis testing can also be applied in this case to compare between two absentee groups, say remote versus in$-$office staff. This can help reveal if work flexibility is an issue influence employee attendance. The statistical methods are vital in helping the HR turn raw data into evidence based actionable insights