Workforce Analytics & FTE Planning Flashcards

A manager must present an FTE justification to finance. Which combination of data points best strengthens the business case for adding two FTEs?

Answer: Workload volume trends, current overtime costs, and projected revenue impact of the new hires

A strong FTE business case links capacity gaps to measurable operational and financial outcomes, making the ROI explicit for finance stakeholders.

Which formula correctly calculates the cost-per-hire metric?

Answer: (Internal recruiting costs + External recruiting costs) ÷ Number of hires in the period

Cost-per-hire sums all internal and external recruiting expenditures and divides by the number of hires, giving a standardized efficiency metric.

When a workforce analytics dashboard shows a sudden spike in absenteeism in one department, what should a manager do before concluding there is a culture problem?

Answer: Cross-reference the absenteeism data with seasonal patterns, illness outbreaks, or scheduling changes

Anomalies in workforce data often have benign explanations; cross-referencing with contextual factors prevents misdiagnosis and misplaced interventions.

An organization uses 'eNPS' (Employee Net Promoter Score) as part of its workforce analytics. What does a score of -20 indicate?

Answer: Detractors significantly outnumber promoters, signaling low employee advocacy

eNPS ranges from -100 to +100; a negative score means more employees would discourage others from joining than would recommend the organization.

A manager reviews a 'nine-box grid' output. An employee lands in the 'high performance / low potential' box. What workforce action is most aligned with this placement?

Answer: Retain and reward the employee in their current role without a promotion push

High performers with low growth potential are valuable contributors best kept engaged and rewarded in their current lane rather than forced into advancement tracks.

In workforce planning, what does 'internal supply analysis' involve?

Answer: Assessing the current workforce's skills, readiness, and projected availability through promotions, transfers, and attrition

Internal supply analysis evaluates existing talent to determine how much of future demand can be met through development, mobility, or retention of current employees.

A manager notices the time-to-productivity metric for new hires in a technical role is 6 months but the industry average is 3 months. Which intervention is most directly indicated?

Answer: Review and strengthen the onboarding and structured training program for technical roles

A prolonged time-to-productivity points to gaps in onboarding or ramp-up support, and restructuring the training program directly addresses the root cause.