Please give some reflection for the below paragraph :

Hi everyone! Throughout lecture $7$ it was noted that the four levels of measurement can influence the type of research analysis. I will further discuss and break down the various types of measurement and explain why it is critical to collect and track HR analytics.

It is critical to note that the type of variable can differently affect the analytical techniques that are used. The four scales of measurement are as follows: nominal, ordinal, interval, and ratio. Focusing first on nominal, this scale utilizes numbers as names to represent mutually exclusive categories. Nominal scales emphasize the importance of order having no real meaning and instead, data either belongs to one another or another and cannot be a part of both.

The second scale of measurement is ordinal, which utilizes numbers to identify ranks. In this case, the number can also symbolize a name that can be given to a specific category. This type of measurement emphasizes that order is of meaning and can be utilized to make qualitative comparisons between categories. From my understanding, these scales can be used by HR professionals to develop employee engagement surveys with categorical data and clear orders, such as strongly disagree, disagree, neutral, agree, and strongly agree.

The third scale is interval measurements where the differences in numbers express meaning and can be interpreted in a manner such that analysts can make relevant comparisons between the intervals. Calculating the differences between numbers to determine the distance they are from one another on a scale can also be utilized in the decision$-$making process.

The fourth and final scale is ratio measurement. From my understanding, this is relatively similar to interval measurement except, it has the added characteristic of possessing an absolute zero point. In terms of HR$,$ this can be understood from the example of there being $0$ hours worked by an employee.

What is important to note here is that the different variable types, all have some sort of an association relationship between them. Research has shown that these variables can be studied to determine the job satisfaction of employees and knowledge performance indicators to track employee performance. These are all variables involved in HR metrics that are important aspects of the workforce. Data from these $4$ types of measurements can be analyzed, help HR practitioners make better$-$informed decisions, and overall help strengthen organizational performance in achieving it$$s intended goals and targets.

Question: Can HR metrics help address issues within an organization, specifically those relating to employee$-$based metrics that can collect data regarding engagement, productivity, happiness, etc.? Of the $4$ measurement types which would be the most effective in collecting this data and why?