Workforce Analytics & FTE Planning Flashcards

Which of the following is an example of a 'leading indicator' in workforce analytics?

Answer: Current employee engagement score

Leading indicators like engagement scores predict future outcomes such as turnover before they occur, enabling proactive intervention.

When calculating FTE requirements for a new project requiring 2,000 hours of work over 6 months, and each FTE delivers 160 productive hours per month, how many FTEs are needed?

Answer: 2.08 FTEs

Total available hours = 6 months × 160 hours = 960 hours per FTE; 2,000 ÷ 960 ≈ 2.08 FTEs are required.

A manager reviewing compensation analytics finds that female employees in the same role earn 87 cents for every dollar earned by male employees after controlling for tenure and performance. What type of gap is this?

Answer: Adjusted (unexplained) pay gap

An adjusted pay gap persists after controlling for legitimate factors like tenure and performance, indicating potential systemic bias in pay decisions.

What does 'absenteeism rate' measure and how is it typically calculated?

Answer: Percentage of scheduled workdays lost to unplanned absences, calculated as (Days absent ÷ Total scheduled days) × 100

Absenteeism rate expresses unplanned absences as a proportion of total scheduled work time, allowing comparisons across teams and time periods.

In succession planning analytics, what does 'bench strength' refer to?

Answer: The number and readiness level of internal candidates prepared to fill critical roles

Bench strength measures how many ready-now or near-ready successors exist for key positions, indicating the organization's resilience to leadership gaps.

A company's revenue per employee is $250,000 versus a competitor's $400,000. What is the most analytically sound interpretation of this gap?

Answer: The gap could indicate lower productivity, different business mix, or higher headcount in support functions—further analysis is required

Revenue per employee is a high-level efficiency ratio that can be influenced by many structural factors, so it must be contextualized before drawing conclusions.

Which workforce analytics approach helps predict which employees are at risk of leaving in the next 6 months?

Answer: Predictive analytics using flight-risk models built on engagement, tenure, and behavioral data

Predictive analytics applies statistical models to current employee data to generate forward-looking flight-risk scores before turnover occurs.