CPM Workforce Analytics & FTE Planning 2

Question 1

A company's voluntary turnover rate is 18% against an industry benchmark of 10%. Which workforce analytics action should a people manager take first?

Accepted Answer

Segment turnover data by department, tenure, and role to identify root causes

Answer

Segmenting turnover data reveals where and why attrition is highest, enabling targeted interventions rather than broad, expensive reactions.

Question 2

What does a 'regrettable turnover' metric specifically measure?

Accepted Answer

Departures of employees the organization wanted to retain

Answer

Regrettable turnover tracks the loss of high-performing or hard-to-replace employees, which has greater strategic impact than overall turnover.

Question 3

When building an FTE plan, how should a manager account for 'productive capacity' versus total hours paid?

Accepted Answer

Subtract non-productive time such as PTO, training, and meetings from total paid hours

Answer

Productive capacity adjusts for time employees are paid but not directly productive, giving a more accurate picture of available work output.

Question 4

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?

Accepted Answer

Longer-tenured employees are underperforming relative to newer hires

Answer

A downward trend indicates that as tenure increases, performance scores decline, which may signal issues like disengagement, role stagnation, or outdated skills.

Question 5

Which of the following best describes 'span of control' in workforce planning?

Accepted Answer

The number of direct reports a single manager oversees

Answer

Span of control refers to the number of subordinates directly managed by one person, influencing organizational design and management capacity.

(CPM) Certified People Manager Practice Test

(CPM) Certified People Manager Practice Test

CPM Workforce Analytics & FTE Planning 2