In the described eHRM scenario, which metrics were used to drive the recognition program and visible on the HRIS dashboard?

• A. Attendance and performance metrics
• B. Salary progression metrics
• C. Geographic diversity metrics
• D. Time-to-fill metrics

Answer: (A)

Recognition programs in an eHRM environment are most effective when they’re anchored in observable, actionable data that managers can see on the HRIS dashboard. Attendance metrics show who is reliably present, which is a fundamental signal of engagement and dependability. Performance metrics reveal how well employees meet goals, deliver quality work, and contribute to outcomes. When these two types of data are visible in a dashboard, it’s straightforward to identify who consistently demonstrates value and deserves recognition, and to monitor the impact of the recognition program over time.

The other options don’t fit this use case as well. Salary progression metrics focus on pay changes rather than recognizing ongoing behavior or outcomes. Geographic diversity metrics concern workforce composition and inclusion, not individual recognition. Time-to-fill metrics track how quickly new hires are recruited, which relates to recruitment efficiency rather than recognizing current employee performance and attendance.