Strategic HR Planning Flashcards
6 cards from real CHRP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 Strategic HR Planning flashcards as text
In strategic HR, what is the difference between 'make' and 'buy' workforce strategies?
Answer: 'Make' develops internal talent while 'buy' recruits externally
A 'make' strategy invests in training and developing current employees, while a 'buy' strategy fills talent needs through external recruitment.
A balanced scorecard in HR measures performance across which four perspectives?
Answer: Financial, customer, internal process, and learning & growth
The balanced scorecard framework measures organizational performance across financial results, customer satisfaction, internal processes, and learning and growth capabilities.
What is the HR business partner (HRBP) model designed to accomplish?
Answer: Align HR strategy directly with business unit goals by embedding HR professionals within the business
The HRBP model positions HR professionals as strategic consultants embedded within business units to align people strategy with operational goals.
Which planning horizon is most commonly associated with strategic HR planning?
Answer: 3 to 5 years
Strategic HR planning typically looks 3 to 5 years ahead to anticipate workforce needs aligned with long-term business strategy.
What is a key risk of NOT conducting strategic workforce planning?
Answer: Talent gaps that prevent the organization from executing its business strategy
Without workforce planning, organizations risk being unprepared for future talent needs, creating critical skill gaps that hinder strategic execution.
HR demand forecasting attempts to predict which of the following?
Answer: The number and types of employees needed to meet future business objectives
HR demand forecasting projects the workforce headcount and skill sets an organization will require to achieve its strategic plans.