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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

  1. 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.

  2. 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.

  3. 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.

  4. 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.

  5. 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.

  6. 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.

  7. 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.