CHRP Strategic HR Planning 2

Question 1

In strategic HR, what is the difference between 'make' and 'buy' workforce strategies?

Accepted Answer

'Make' develops internal talent while 'buy' recruits externally

Answer

A 'make' strategy invests in training and developing current employees, while a 'buy' strategy fills talent needs through external recruitment.

Question 2

A balanced scorecard in HR measures performance across which four perspectives?

Accepted Answer

Financial, customer, internal process, and learning & growth

Answer

The balanced scorecard framework measures organizational performance across financial results, customer satisfaction, internal processes, and learning and growth capabilities.

Question 3

What is the HR business partner (HRBP) model designed to accomplish?

Accepted Answer

Align HR strategy directly with business unit goals by embedding HR professionals within the business

Answer

The HRBP model positions HR professionals as strategic consultants embedded within business units to align people strategy with operational goals.

Question 4

Which planning horizon is most commonly associated with strategic HR planning?

Accepted Answer

3 to 5 years

Answer

Strategic HR planning typically looks 3 to 5 years ahead to anticipate workforce needs aligned with long-term business strategy.

Question 5

What is a key risk of NOT conducting strategic workforce planning?

Accepted Answer

Talent gaps that prevent the organization from executing its business strategy

Answer

Without workforce planning, organizations risk being unprepared for future talent needs, creating critical skill gaps that hinder strategic execution.

(CHRP) Certified Human Resources Professional Practice Test

(CHRP) Certified Human Resources Professional Practice Test

CHRP Strategic HR Planning 2