SPHR Strategic Workforce Planning 3

Question 1

Which workforce planning concept refers to identifying and developing internal candidates to fill critical leadership roles before vacancies occur?

Accepted Answer

Succession planning

Answer

Succession planning proactively identifies and prepares high-potential employees for future leadership positions before openings arise.

Question 2

A company conducts a 'make-or-buy' analysis for a critical technical skill set. Which factor most strongly favors a 'make' (develop internally) decision?

Accepted Answer

The skill is core to competitive advantage and must be proprietary

Answer

Skills tied to core competitive advantage are best developed internally to maintain proprietary knowledge and cultural alignment.

Question 3

Workforce analytics that predict which employees are most likely to voluntarily leave within the next 12 months are an example of:

Accepted Answer

Predictive analytics

Answer

Predictive analytics uses historical and current data to forecast future events, such as employee flight risk.

Question 4

The 'demand forecast' component of workforce planning is primarily driven by:

Accepted Answer

The organization's strategic business plan and anticipated workload

Answer

Demand forecasting translates the organization's strategic goals and operational plans into projected human capital requirements.

Question 5

When an organization's workforce plan reveals a gap between projected supply and anticipated demand, which document formally captures the strategies to close that gap?

Accepted Answer

A staffing action plan

Answer

A staffing action plan documents specific initiatives—recruiting, training, restructuring—designed to close workforce supply-demand gaps.

SPHR - Senior Professional in Human Resources Practice Test

SPHR - Senior Professional in Human Resources Practice Test

SPHR Strategic Workforce Planning 3