1. Evaluating the Employee Engagement and Retention Strategy Which statement best explains?ÿhow absenteeism is related to employee engagement?

A) Absenteeism rates can be an indirect indicator of employee engagement, as employees are not attending work.
B) Unscheduled absenteeism rates are a reflection of a paid-time-off program and not an indicator of employee dissatisfaction.
C) Absenteeism rates are not indicative of engagement levels due to the unreliability of a correlation between absence and engagement.
D) Absenteeism rates are not indicative of employee engagement levels, as absences occur for many reasons.



2. A HR VP is concerned that the employee engagement plan, enacted a year ago, is ineffective. What is the most useful thing to consider when attempting to determine if the strategy has been successful?

A) Comparing the turnover rate for the year to industry averages
B) Analyzing the positions with higher-than-average turnover for the year
C) Determining the total cost to the organization of turnover for the year
D) Comparing the turnover rate for the year to the previous year



3. A CEO prides herself on cutting costs that do not have measurable benefits or a perceived value to the organization's financial success. She?ÿis now threatening to cut funding to employee engagement initiatives. Which is the best way for HR to demonstrate return on investment of employee engagement?ÿbudgets?

A) Tie the investments made in employee engagement to laying the groundwork for profitability.
B) Ask the CEO to demonstrate how eliminating employee engagement?ÿwill boost profits.
C) Agree to stop all employee engagement efforts and measure what happens.
D) Tie the investments made in employee engagement?ÿback to the profitability of the company.



4. Which is the best results-based comparative analysis for?ÿa?ÿcompany that has implemented an engagement strategy and action plan for reducing accidents on the job?

A) Compare the revenue per employee rate before and after implementing the engagement action plan.
B) Compare the employee absenteeism rate before and after implementing the engagement action plan.
C) Compare the workers' compensation incident rate before and after implementing the engagement action plan.
D) Compare the monthly turnover rate before and after implementing the engagement action plan.



5. A new HR director is reviewing retention rates and is concerned that the employee engagement plan that was implemented?ÿa year ago is ineffective. Which indicator should the director look to when beginning to assess if the employee engagement plan is working?

A) Turnover rate compared to the industry average
B) Turnover rate during the past 12 months
C) Current turnover rate compared to previous years
D) Total costs associated with employee turnover