An HR leader wants to implement a proactive retention model to reduce the risk of...

HRPA’s Workforce Planning and Talent Management competencies emphasize predictive and preventive approaches to retention—using leading indicators (e.g., engagement, intent-to-stay, workload, manager relations) to trigger early interventions before resignations occur. Option A aligns directly with proactive retention through ongoing monitoring and targeted actions.

Recruitment channel evaluation (B) improves attraction, not retention. Training program audits (C) may influence retention indirectly but are not a targeted, predictive retention control. Exit interview analysis (D) is valuable but reactive, describing causes after separation rather than preventing it.

Relevant Framework Reference (HRPA): Workforce analytics for retention risk; using engagement and other leading indicators for proactive talent risk management.