SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 1041:

  A manager leads a team that is highly diverse. Two team members frequently argue vigorously in meetings about causes and solutions to problems. The manager thinks these exchanges are fueled by ethnic differences. What should the team leader do?

  A. Respect their cultural differences and treat these disagreements as task conflicts.
  B. Meet with the two members offline and apply conflict resolution techniques.
  C. Schedule a workshop to focus on improving cultural awareness and communication skills.
  D. Reassign one of the problematic team members to another team. The constant conflict is hurting the team.
  C. Schedule a workshop to focus on improving cultural awareness and communication skills.

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  There is evidence that the benefits of a diverse team outweigh the work that the leader and the team may have to invest in learning how to work together. This can be done by improving global perspective (understanding other's cultural perspectives) and communicating more effectively. The conflicts should be addressed because they can be affecting team productivity. Dealing with the individual problem does not address other problems that may be affecting this diverse team. Transferring one team member does not solve the problem.

• Question 1042:

  What is Shared Value in the context of social responsibility?

  A. addressing societal needs and challenges with a business model
  B. discretionary costs in response to external pressures
  C. addressing societal needs and challenges by giving back
  D. operational and tactical issues from a cost perspective
  A. addressing societal needs and challenges with a business model

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  Shared value are policies and practices that enhance the competitiveness of a company while also advancing the economic and social conditions of the communities in which it operates. Shared value focuses on connections between societal and economic progress.

• Question 1043:

  Transnational corporations are defined as:

  A. entities formed through strategic alliance to engage in diversified production for economies of scale globally.
  B. doing majority of their business in the country in which they are headquartered.
  C. doing business in the country in which they are headquartered and in neighboring countries in the same region
  D. parent entities that control assets of affiliated entities in foreign countries.
  D. parent entities that control assets of affiliated entities in foreign countries.

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  Transnational corporations can be defined as parent entities that control assets of affiliated entities in foreign countries. The transnational corporation's aim is to maximize local responsiveness but also to gain benefits from global integration. Transnational companies often try to create economies of scale upstream in the value chain and are locally adaptive in downstream activities such as sales and marketing. It is characterized by an integrated and mutually dependent network of subsidiaries all over the world. An example of a transnational corporation is Unilever.

• Question 1044:

  In recent months, a small start-up company has experienced high turnover. The HR director conducts a companywide engagement survey to assess employees' perceptions of the company culture and their satisfaction with work and the work environment. The survey results suggest employee engagement levels are low, employees do not feel supported to take initiative, and they do not think they can bring their authentic selves to work. The CEO and the HR director discuss the findings. They agree that the current company values do not match the changing workplace. The fundamental values such as taking risks, displaying courage, and respecting individuals with diverse backgrounds and perspectives are missing. The CEO asks the HR director to develop new values that reflect the company's current culture and to align all communications and programs with these values.

  Which approach should the HR director take to identify new values that reflect the changing workplace?

  A. Determine the common core values shared by the major competitors in the market.
  B. Interview executive leadership team members to establish which values are important to the company.
  C. Review exit interview data to identify which values are shared and not shared by employees.
  D. Survey the company's client base for the types of values they wish to see in the company.
  C. Review exit interview data to identify which values are shared and not shared by employees.

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  Reviewing exit interview data uncovers which cultural values employees felt were missing or misaligned, providing direct insight into the values needed to improve engagement and retention.

• Question 1045:

  Senior management commitment is critical to a company's diversity and inclusion initiative. Which information should be included in a business case to gain that commitment?

  A. Legal and compliance backlash that the company will face if it does not implement the initiative
  B. Benchmarking data on comparable companies that have successfully established similar initiatives
  C. A successful implementation of a geocentric strategy is dependent on the achievement of the initiative
  D. Detail how the initiative is a critical enabler in achieving the organization's core business goals
  D. Detail how the initiative is a critical enabler in achieving the organization's core business goals

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  Senior executive commitment to diversity and inclusion initiatives can be obtained if HR can demonstrate a link between the initiative and the achievement of core business goals. The benefits of broadened perspectives, diversity of thought, creativity of ideas, and innovation should be detailed linked specifically to the organization's business and strategic goals.

• Question 1046:

  An organization increased its workforce by 50% over the past six months, and 90% of the positions were filled by employees working remotely. Which action best supports the organization's increased workforce?

  A. Providing on-demand computer training for the employees
  B. Including a technology proficiency requirement in job descriptions
  C. Coaching midlevel leadership on how to reduce the sense of isolation
  D. Ensuring that all remote employees acknowledge job expectations
  D. Ensuring that all remote employees acknowledge job expectations

• Question 1047:

  The primary purpose of the Family Medical Leave Act is:

  A. to provide veterans legitimate leave to recuperate
  B. to ensure employees can be at their optimal health
  C. to enable parents' bond with their newborn or adopted children
  D. to provide job security for employees needing medical care for themselves or their families
  D. to provide job security for employees needing medical care for themselves or their families

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  FMLA is designed to provide job-protected leave that enables employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons.

• Question 1048:

  The HR and IT directors meet to discuss plans to purchase an applicant tracking system to support the continued growth of the organization. Which is the first step the directors should take?

  A. Determine the automation needs of the organization.
  B. Ensure scalability to support growth.
  C. Research integration capabilities.
  D. Evaluate any existing recruitment processes.
  D. Evaluate any existing recruitment processes.

• Question 1049:

  A new knowledge management effort has lost traction. Senior employees are not motivated to train their replacements, and the younger employees resent not getting the training. Which potential solution should HR recommend to help both groups gain better understanding and demonstrate empathy with one other?

  A. Tying compensation to knowledge management outcomes
  B. Punishing senior staff with negative performance review ratings
  C. Establishing intergenerational mentoring programs throughout the organization
  D. Planning an off-site meeting to uncover all issues
  C. Establishing intergenerational mentoring programs throughout the organization

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  Intergenerational mentoring programs will best enable better understanding and empathy between generations. Both generations can learn from each other and invest energy in each other's success.

• Question 1050:

  Warrant Inc. has a disciplinary process where employees are given a prior warning of unacceptable actions, and discipline is immediate, consistent and impersonal. What type of discipline does the Warrant Inc. administer?

  A. Progressive discipline
  B. Hot stove rule
  C. Positive discipline
  D. Corrective reprimand rule
  B. Hot stove rule

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  The hot stove rule by Douglas McGregor is an illustration of how to impose disciplinary action without generating resentment. This rule draws an analogy between touching a hot stove, and undergoing discipline. When you touch a hot stove, your discipline is immediate, with warning, consistent, and impersonal. The employee understands the cause and effect of the offense, and the discipline is directed against the act not against the person.