According to the HRPA Human Resources Competency Framework (Functional Domain: Organizational Effectiveness), measuring employee productivity is essential for evaluating workforce efficiency and organizational performance. However, the greatest challenge lies in identifying appropriate, reliable, and measurable productivity indicators that reflect the diversity of job roles and outputs.
Extract:
“HR professionals identify and apply relevant performance indicators to measure productivity, recognizing that selecting valid and reliable metrics is a key challenge in evaluating workforce effectiveness.”
(HRPA Competency Framework – Organizational Effectiveness, CHRP Level, Key Competency: Measure and Improve Organizational Performance)
Why Option A is correct:
Productivity metrics vary widely across roles and industries.
Selecting the most relevant and measurable indicators that capture both quality and quantity of output is the hardest part.
Why other options are incorrect:
B: “Contingency anchor” is not an HR measurement concept.
C: Advocacy behavior relates to engagement, not direct productivity measurement.
D: “Locus of control” is a psychological trait, not a measurement challenge.
Therefore, A. Determining the most relevant indicators is correct, as it captures the central analytical difficulty HR faces in productivity assessment.
Verified Reference Summary:
HRPA Human Resources Competency Framework – Functional Domain: Organizational Effectiveness
CHRP Knowledge Exam Blueprint (HRPA, Ontario)
HRPA Exam Preparation Guide – Performance and Productivity Measurement
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