Benchmarking data must be measurable and realistic (B) to be meaningful and actionable. At the SPHR level, benchmarking is a decision-support tool used to compare organizational performance, practices, or outcomes against relevant peers or standards. If data cannot be consistently measured or is not grounded in operational reality, comparisons become misleading and undermine credibility.
Measurable data ensures that benchmarks are based on objective, quantifiable indicators rather than perceptions or aspirational statements. Realistic data reflects comparable organizations, industries, sizes, and labor markets, allowing leaders to draw valid conclusions and make informed decisions.
Values statements (A) guide culture but are not benchmarking inputs. Past performance indicators (C) may be included, but benchmarking often focuses on current or target-state comparisons. Identifying feasible alternatives (D) is an outcome of benchmarking, not a requirement of the data itself.
SPHR exam content emphasizes that effective benchmarking depends on data integrity, comparability, and relevance. HR credibility is strengthened when benchmark data supports sound analysis and defensible recommendations.
References :
HRCI SPHR Exam Content Outline — Functional Area: Leadership and Strategy (benchmarking; analytics).
HRCI SPHR Study Guide — Data standards for effective benchmarking.
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