Human Resources Metrics Reporting Flashcards
7 cards from real CPHR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Human Resources Metrics Reporting flashcards as text
A company's revenue per employee is $180,000 and industry average is $220,000. What does this gap most likely indicate?
Answer: Workforce productivity is below industry benchmarks
Revenue per employee measures workforce productivity, and a gap below industry average signals the workforce is generating less value relative to peers.
Which metric best measures the effectiveness of a succession planning program?
Answer: Percentage of key roles filled internally
The percentage of key roles filled by internal candidates directly reflects how well the succession pipeline is prepared.
When calculating cost-per-hire, which cost should NOT be included?
Answer: New hire's first-year salary
Cost-per-hire includes recruiting expenses such as advertising, recruiter costs, and screening fees, but not the new hire's compensation.
A dashboard shows voluntary turnover spiking among employees with 1–2 years of tenure. What is the most appropriate HR response?
Answer: Investigate onboarding and early career development programs
Turnover concentrated in the 1–2 year cohort typically signals issues with onboarding integration or early career development rather than compensation alone.
What does a high internal promotion rate metric primarily signal to stakeholders?
Answer: The organization has strong talent development and retention practices
A high internal promotion rate signals that the organization successfully develops and retains talent, reducing the need for external hiring.
An HR analyst wants to determine whether a training program improved sales performance. Which approach is most rigorous?
Answer: Compare pre- and post-training sales data for the trained group against a control group
Using a control group comparison isolates the training's impact from other variables, providing the most rigorous evidence of effectiveness.
Which of the following is an example of a leading HR indicator?
Answer: Current employee engagement scores
Engagement scores are leading indicators that can predict future turnover and performance, whereas the other options are lagging measures of past events.