SHRM Exam Prep - The Common Trap Candidates Fall Into
Sun, 09 Aug 2026
Inspirational journeys
Follow the stories of academics and their research expeditions
SHRM-CP PEOPLE Questions - Part 12
1. How will using a revenue-per-employee metric allow HR to demonstrate the impact of turnover on employee engagement?
A) The revenue-per-employee metric is the best indicator of employee engagement.
B) A decrease in revenue per employee may indicate higher employee engagement.
C) A decrease in revenue per employee may correlate with lower employee engagement.
D) The revenue-per-employee metric is not associated with employee engagement.
2. HR is asked to evaluate the organization's overall retention. Which would be the best information for HR to assess first?
A) Management's opinion on retention issues
B) How the current turnover rate compares to the industry average
C) Various perceptions of key competitors
D) Only the current year's turnover rate
3. A plant manager informs the HR manager that employees are leaving due to limited advancement opportunities. What is the first step the HR manager should take?
A) Review recruiting practices emphasizing expectations around growth and development.
B) Review exit interview data to see ifΒ it reflects limited promotional opportunities leading to employees leaving the organization.
C) Review current promotional practices to encourage faster advancement for qualified employees.
D) Review base pay programs to move employees more quickly through the pay ranges.
4. Which metric should an organization look to when evaluating an employee engagement strategy that is focused on safety?
A) Employee absence rate
B) Revenue per employee
C) Monthly voluntary turnover rate
D) Workers' compensation incident rate
5. In addition to improving knowledge and skills and building social capital, what are global employee development programs aimed at achieving?
A) Turning tacit knowledge into explicit knowledge
B) Improving business skills and savvy
C) Enhancing global understanding, awareness, and mindset
D) Reducing training and development expense
A) The revenue-per-employee metric is the best indicator of employee engagement.
B) A decrease in revenue per employee may indicate higher employee engagement.
C) A decrease in revenue per employee may correlate with lower employee engagement.
D) The revenue-per-employee metric is not associated with employee engagement.
2. HR is asked to evaluate the organization's overall retention. Which would be the best information for HR to assess first?
A) Management's opinion on retention issues
B) How the current turnover rate compares to the industry average
C) Various perceptions of key competitors
D) Only the current year's turnover rate
3. A plant manager informs the HR manager that employees are leaving due to limited advancement opportunities. What is the first step the HR manager should take?
A) Review recruiting practices emphasizing expectations around growth and development.
B) Review exit interview data to see ifΒ it reflects limited promotional opportunities leading to employees leaving the organization.
C) Review current promotional practices to encourage faster advancement for qualified employees.
D) Review base pay programs to move employees more quickly through the pay ranges.
4. Which metric should an organization look to when evaluating an employee engagement strategy that is focused on safety?
A) Employee absence rate
B) Revenue per employee
C) Monthly voluntary turnover rate
D) Workers' compensation incident rate
5. In addition to improving knowledge and skills and building social capital, what are global employee development programs aimed at achieving?
A) Turning tacit knowledge into explicit knowledge
B) Improving business skills and savvy
C) Enhancing global understanding, awareness, and mindset
D) Reducing training and development expense
1. Right Answer: C
Explanation: A decrease in revenue per employee may correlate with a decrease in employee engagement. This is especially important when evaluating the cost of a lost employee due to turnover. Although there is no single calculation for measuring engagement, HR can measure specific outcomes of engagement action plans.
2. Right Answer: B
Explanation: Employee turnover has several unquantifiable costs besides recruiting, retaining, and retraining new employees. A starting point in evaluating retention is understanding employee turnoverβthe number of employees leaving, why they leave, and the impact those departures have on the organization's productivity and overall business performance.
3. Right Answer: B
Explanation: The first step for the HR manager is to see if data supports this assumption. Exit interview data can help in this regard, as individuals are more apt to be honest about reasons for leaving an organization as they leave.
4. Right Answer: D
Explanation: While each of the metrics may assist in assessing employee engagement, the workers' compensation incident rate is the metric most closely tied to safety initiatives.
5. Right Answer: C
Explanation: A goal of global employee development programs is to help instill global understanding, awareness, and mindset. Without these perspectives, it will be much more challenging to be successful in global environments.
Explanation: A decrease in revenue per employee may correlate with a decrease in employee engagement. This is especially important when evaluating the cost of a lost employee due to turnover. Although there is no single calculation for measuring engagement, HR can measure specific outcomes of engagement action plans.
2. Right Answer: B
Explanation: Employee turnover has several unquantifiable costs besides recruiting, retaining, and retraining new employees. A starting point in evaluating retention is understanding employee turnoverβthe number of employees leaving, why they leave, and the impact those departures have on the organization's productivity and overall business performance.
3. Right Answer: B
Explanation: The first step for the HR manager is to see if data supports this assumption. Exit interview data can help in this regard, as individuals are more apt to be honest about reasons for leaving an organization as they leave.
4. Right Answer: D
Explanation: While each of the metrics may assist in assessing employee engagement, the workers' compensation incident rate is the metric most closely tied to safety initiatives.
5. Right Answer: C
Explanation: A goal of global employee development programs is to help instill global understanding, awareness, and mindset. Without these perspectives, it will be much more challenging to be successful in global environments.
80% DISCOUNT: SPHR PRACTICE EXAMS
Tags:
shrm shrmcp shrm-scp shrmscp shrm-cp Human resource management Organizational behavior Talent acquisition Performance management Compensation and benefits Employee relations Training and development Diversity and inclusion Legal and ethical considerations HR metrics and analytics Strategic planning Change management HR technology Workforce planning Labor relations Employment law Recruitment and selection Career development0 Comments
Categories
Recent posts
The SHRM Exam Is Not a Memorization Test
Sat, 04 Jul 2026
SHRM-CP Exam β Last-Minute Tips & Encouragement
Tue, 05 May 2026
Leave a comment