SPHR Question #201: Real Exam Question with Answer & Explanation

Question

Options

• APrioritizing resources to develop low-performing employees.
• BUsing behavioral data to identify employees most likely to resign.
• CCalculating the percentage of employees reaching retirement age in five years.
• DIdentifying new future workforce trends while maintaining current HR practices.
• EUsing historical data to predict next year's employee attrition rate.

Explanation

The strongest examples of analytics-driven workforce planning are using behavioral data to identify employees most likely to resign (B) and calculating the percentage of employees reaching retirement age in five years (C). These approaches directly support predictive and proactive workforce decisions. Predictive attrition modeling enables HR to identify retention risks early and implement targeted interventions. Retirement eligibility analysis supports succession planning, leadership continuity, and long-term talent supply forecasting. Both are core SPHR workforce planning capabilities. Prioritizing resources for low performers (A) is a performance management decision, not workforce planning. Identifying trends while maintaining current practices (D) contradicts analytics-driven change. Using historical data to predict attrition (E) is useful but less forward- looking than behavioral and demographic analytics. SPHR exam content emphasizes that advanced workforce planning relies on predictive insights, not descriptive reporting alone.

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