Back to SHRM Certified Professional

Metrics and Measurement of HR

Evaluating the effectiveness of HR practices.

This topic focuses on methods for measuring and analyzing HR performance. It covers key HR metrics, data analysis techniques, and strategies for using metrics to demonstrate HR's value to the organization.
5 minutes 5 Questions

Concepts covered: Measuring absenteeism, HR scorecard, Economic value added, Balanced scorecard, Benchmarking, Forecasting, Measuring turnover, Analyzing and interpreting metrics, Calculating and interpreting yield ratios, Trend and ratio analysis projections, HR and organization level, Return on investment (ROI), Quantitative analysis, Organizational scorecard

Test mode:
Start practice test
SHRM-CP - Metrics and Measurement of HR Example Questions

Test your knowledge of Amazon Simple Storage Service (S3)

Question 1

Which formula best represents the calculation of the employee turnover rate for a given period?

Correct Answer: (Number of leavers during the period / Average number of employees during the period) × 100

The correct formula uses the average number of employees during the period to provide an accurate turnover rate, accounting for fluctuations in workforce size. This approach ensures that the turnover rate reflects the overall employee base throughout the period rather than just the beginning or end.

Question 2

In the context of measuring employee turnover, which metric provides insight into the proportion of employees who leave the organization within their first year of employment?

Correct Answer: First-Year Turnover Rate

The First-Year Turnover Rate specifically measures the proportion of employees who leave the organization within their first year of employment, providing targeted insight into early-stage employee retention. The Annual Employee Attrition Rate and Overall Staff Churn Ratio are broader metrics that encompass turnover over a longer period, while the Tenure-based Separation Metric does not specifically focus on the first-year period.

Question 3

What is the primary purpose of the HR scorecard in strategic human resource management?

Correct Answer: Aligning HR activities with the organization's strategic objectives

The HR scorecard is primarily used to align HR activities with the organization's strategic objectives. This ensures that all human resource efforts contribute directly to achieving the organization's goals. The other options, such as assessing compliance with labor regulations, measuring employee satisfaction, and tracking the financial performance of HR departments are important HR functions but do not represent the primary purpose of the HR scorecard in aligning HR strategies with organizational objectives.

Go Premium

SHRM Certified Professional Preparation Package (2024)

  • 4708 Superior-grade SHRM Certified Professional practice questions.
  • Accelerated Mastery: Deep dive into critical topics to fast-track your mastery.
  • Unlock Effortless SHRM-CP preparation: 5 full exams.
  • 100% Satisfaction Guaranteed: Full refund with no questions if unsatisfied.
  • Bonus: If you upgrade now you get upgraded access to all courses
  • Risk-Free Decision: Start with a 7-day free trial - get premium features at no cost!
More Metrics and Measurement of HR questions
169 questions (total)
Start 100 question test