SPHR Strategic Workforce Planning 2

Question 1

Which quantitative method uses historical data to project future workforce needs based on business volume metrics such as revenue per employee?

Accepted Answer

Ratio analysis

Answer

Ratio analysis projects future headcount by applying historical ratios between business drivers (e.g., revenue) and employee counts.

Question 2

A company is expanding into a new market where talent with the required skills is scarce. Which workforce planning strategy best addresses this gap?

Accepted Answer

Adopt a buy strategy by recruiting externally

Answer

A buy strategy targets external recruitment when the needed skills are unavailable internally or too time-consuming to develop.

Question 3

In workforce segmentation, which employee group is typically classified as 'pivotal talent' that receives prioritized investment?

Accepted Answer

Positions with the greatest strategic impact and performance variability

Answer

Pivotal roles are those where performance variability has a disproportionate impact on organizational strategy, warranting priority investment.

Question 4

An HR leader uses a nine-box grid during workforce planning. What two dimensions does this tool typically assess?

Accepted Answer

Performance and potential

Answer

The nine-box grid plots employees on current performance versus future potential to identify development and succession candidates.

Question 5

Which workforce planning metric measures the average time it takes to fill an open position from requisition approval to offer acceptance?

Accepted Answer

Time-to-fill

Answer

Time-to-fill tracks the elapsed days from opening a requisition to a candidate accepting an offer, indicating recruitment efficiency.

SPHR - Senior Professional in Human Resources Practice Test