CPHR Human Resources Metrics Reporting 2

Question 1

A company's revenue per employee is $180,000 and industry average is $220,000. What does this gap most likely indicate?

Accepted Answer

Workforce productivity is below industry benchmarks

Answer

Revenue per employee measures workforce productivity, and a gap below industry average signals the workforce is generating less value relative to peers.

Question 2

Which metric best measures the effectiveness of a succession planning program?

Accepted Answer

Percentage of key roles filled internally

Answer

The percentage of key roles filled by internal candidates directly reflects how well the succession pipeline is prepared.

Question 3

When calculating cost-per-hire, which cost should NOT be included?

Accepted Answer

New hire's first-year salary

Answer

Cost-per-hire includes recruiting expenses such as advertising, recruiter costs, and screening fees, but not the new hire's compensation.

Question 4

A dashboard shows voluntary turnover spiking among employees with 1–2 years of tenure. What is the most appropriate HR response?

Accepted Answer

Investigate onboarding and early career development programs

Answer

Turnover concentrated in the 1–2 year cohort typically signals issues with onboarding integration or early career development rather than compensation alone.

Question 5

What does a high internal promotion rate metric primarily signal to stakeholders?

Accepted Answer

The organization has strong talent development and retention practices

Answer

A high internal promotion rate signals that the organization successfully develops and retains talent, reducing the need for external hiring.

(CPHR) Chartered Professional in Human Resources Practice Test

(CPHR) Chartered Professional in Human Resources Practice Test

CPHR Human Resources Metrics Reporting 2