Workforce Analytics & FTE Planning Flashcards
7 cards from real CPM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Workforce Analytics & FTE Planning flashcards as text
A company's voluntary turnover rate is 18% against an industry benchmark of 10%. Which workforce analytics action should a people manager take first?
Answer: Segment turnover data by department, tenure, and role to identify root causes
Segmenting turnover data reveals where and why attrition is highest, enabling targeted interventions rather than broad, expensive reactions.
What does a 'regrettable turnover' metric specifically measure?
Answer: Departures of employees the organization wanted to retain
Regrettable turnover tracks the loss of high-performing or hard-to-replace employees, which has greater strategic impact than overall turnover.
When building an FTE plan, how should a manager account for 'productive capacity' versus total hours paid?
Answer: Subtract non-productive time such as PTO, training, and meetings from total paid hours
Productive capacity adjusts for time employees are paid but not directly productive, giving a more accurate picture of available work output.
A manager uses a scatter plot showing tenure (x-axis) versus performance score (y-axis). What insight would a downward trend in this chart most likely suggest?
Answer: Longer-tenured employees are underperforming relative to newer hires
A downward trend indicates that as tenure increases, performance scores decline, which may signal issues like disengagement, role stagnation, or outdated skills.
Which of the following best describes 'span of control' in workforce planning?
Answer: The number of direct reports a single manager oversees
Span of control refers to the number of subordinates directly managed by one person, influencing organizational design and management capacity.
A people manager is given data showing that time-to-fill for engineering roles averages 90 days while the company target is 45 days. Which FTE planning adjustment is most appropriate?
Answer: Begin recruiting earlier relative to the anticipated need date to offset the longer lead time
When time-to-fill exceeds targets, planning should start earlier so roles are filled by the time they are operationally needed.
What is the primary purpose of a workforce heat map in people analytics?
Answer: To visually highlight concentration of risk, gaps, or strengths across workforce dimensions
A workforce heat map uses color coding to surface patterns—such as skill gaps, high attrition zones, or performance clusters—across departments or roles.