SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 1021:

  Which of the following statements is true of a bona fide occupational qualification?

  A. It does not justify the use of legitimate practices to treat members of different groups differently.
  B. It justifies discrimination against applicants based on customer preference and client privilege.
  C. It permits an employer to discriminate against applicants based on sex for business necessities.
  D. It can be used by employers to discriminate against applicants based on color.
  C. It permits an employer to discriminate against applicants based on sex for business necessities.

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  Employers can discriminate based on sex, religion, and national origin where the attribute is job-related and of business necessity.

• Question 1022:

  What is the role of HR when conducting an investigatory interview?

  A. Risk manager
  B. Compliance officer
  C. Procedural advisor
  D. Subject matter expert
  A. Risk manager

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  Allegations of serious misconduct leads to workplace investigation which include investigatory interviews which are crucial to a fair outcome. When investigatory interviews are done correctly, they can uncover essential information for or against allegations of wrongdoing. However, when carried out poorly, they can lead to serious consequences for a company, including substantial damage, back pay awards or even full reinstatement of an employee.

• Question 1023:

  Which of the following do you think would motivate Zion the most?

  A. more vacation time
  B. more responsibility
  C. greater discretion over her job
  D. increase in pay
  D. increase in pay

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  Zion is working for minimum wage, she will most likely be motivated by physiological needs such as an increase in monthly salary.

• Question 1024:

  The most accurate definition of a goal is?

  A. the general direction of a company towards which effort and actions are focused.
  B. specific and measurable steps taken to achieve business goals
  C. an approach that deploys the strengths and opportunities of an organization to compete and gain a greater market share
  D. a tool used to achieve an objective associated with a strategy
  A. the general direction of a company towards which effort and actions are focused.

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  Goals are the broad primary outcomes towards which effort and actions are directed in a business. Typically, there is no measurement in the definition of a goal, and it only describes the general direction of the company at corporate, functional, and business unit levels.

• Question 1025:

  An HR business partner (HRBP) in a large organization has recently been dealing with various issues with the chief human resource officer (CHRO). The HRBP reports to the CHRO. The CHRO does not consistently and clearly communicate information regarding business and strategic issues to the HRBP. The lack of communication has been presenting problems, as the HRBP's internal clients look to the HRBP for information and guidance on all HR topics and initiatives. As a result, the HRBP is often uninformed and unable to assist the clients. The lack of communication and transparency by the CHRO has been negatively impacting the HRBP and the HRBP's clients. The HRBP spends a lot of time trying to get information and often is unprepared to address client issues. In some cases, clients have received HR-related information ahead of the HRBP. Unfortunately, the CHRO has operated in this manner for years, with HR employees often feeling isolated from information and not feeling like they are part of a coherent unit. Despite this, the CHRO has expressed to the HRBP a belief that they have a very effective working relationship with one another.

  The HRBP recognizes that internal clients are frustrated by the HRBP's inability to assist with issues. The HRBP is concerned internal clients are losing trust in the HR function. What should the HRBP do to address 's poor communication? What should the HRBP do to address this, given that the HRBP is still trying to address the CHRO's poor communication?

  A. Send each client an email accepting full responsibility for the problems and promising to improve.
  B. Meet with each client individually to discuss what each client would like the HRBP to do to improve.
  C. Ask the CHRO to meet with each client to explain the reason for the frequent miscommunication.
  D. Conduct a survey of internal clients to measure the level of trust in the HR function.
  B. Meet with each client individually to discuss what each client would like the HRBP to do to improve.

• Question 1026:

  A top performer routinely arrives late to work. When questioned, rather than providing an explanation, she just says that she'll take a shorter lunch hour. Because of her performance, her manager allows this behavior to continue. Which risk does the manager take by failing to apply policy consistently?

  A. It may inspire flexibility or liberties in other aspects of work besides start times and end times.
  B. It may provide grounds for a legal finding of unjust dismissal by people who are fired for tardiness.
  C. It may put pressure on other managers to offer flexibility on certain rules based on performance.
  D. While there is potential risk to employee morale, it is outweighed by this employee's superior performance.
  B. It may provide grounds for a legal finding of unjust dismissal by people who are fired for tardiness.

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  Failure to apply rules consistently to all employees may be grounds for a legal finding of unjust dismissal and trigger financial penalties. Chronic tardiness can damage the work environment, harm the employer brand, and reduce productivity.

• Question 1027:

  A change readiness assessment shows that a unit has thoroughly planned responsibilities and roles in implementing a well-described change in processes. What other important information does an OED specialist need to assess change readiness here?

  A. Competency analysis
  B. Strategic alignment of the change
  C. Possible sources of resistance within the unit
  D. Unit's previous success with managing changes
  C. Possible sources of resistance within the unit

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  An organizational change readiness assessment is the set of tasks that you complete to identify how prepared an organization is for a particular change. The level of change readiness that is assessed will be based on the scale of the change itself, as well as the severity of the impacts. Note that the question focuses on "change readiness" and one crucial factor to determine is possible resistance to the change this points out the level of acceptance of the unit personnel of the change.

• Question 1028:

  Organizations will use third-country nationals as a way to:

  A. emphasize that a global approach is being taken
  B. ensure that foreign operations are linked effectively with the parent organization
  C. indicate that it is setting up a foreign operation
  D. establish clearly that it is committed to the host country
  A. emphasize that a global approach is being taken

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  A third country national (TCN) is an employee who is not a citizen of the home or host countries. For example, a French National working in the Hong Kong subsidiary of a US company would be considered a TCN employee. The Geocentric Approach is a method of international recruitment where the multinational corporation takes a global approach and hires the most suitable person for the job irrespective of their nationality. Ethnocentric strategy uses same HR practices of parent company in host nations. Polycentric strategy employ local people as workforce and adapts the HR practices of the host nation. Geocentric strategy only focuses on skills of the employee and adopts HR practices which are most effective and efficient irrespective of the nationality.

• Question 1029:

  The first step in a strategic succession plan process is?

  A. Identify the corporate long-term vision and mission
  B. Select high potential employees for a succession pipeline
  C. Identify competencies that are critical to the company's long term vision
  D. Determine strategies that will increase the company's competitive advantage
  A. Identify the corporate long-term vision and mission

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  The first step in a succession plan is to know the long-term vision, mission, and focus of a company. The next step is to identify the positions and key employees

• Question 1030:

  The Terse organization has shifted from using the Behaviorally Anchored Rating Scales (BARS) performance appraisal method to using the forced distribution method in the administration of performance appraisals. Which is an advantage of forced distribution method?

  A. It is the most objective method for rating performance with minimal rater inflation or bias.
  B. It increases reliability by providing specific behavioral examples to reflect performance.
  C. It always provides meaningful distinctions between the performance standards of employees.
  D. It results in a consistent distribution of performance ratings.
  D. It results in a consistent distribution of performance ratings.

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  Forced distribution is a form of employee evaluation in which employees are ranked against one another rather than performance standards. This performance rating system (bell curve, forced choice, forced ranking) is done by stack ranking the employees from first to last or by creating three to five groups and evaluating each employee's skills and performance within those bounds. The result is typically a consistent bell curve with a small percentage of low- and high-performing employees and a large population of middling employees.