SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 1121:

  What must HR be sure of prior to conducting an employee attitude survey?

  A. announce the necessity of surveys and its impact on future HR decisions
  B. implement a communication plan to get employee buy-in
  C. use related metrics to evaluate results
  D. ensure management buy-in and that they will respond to survey results
  D. ensure management buy-in and that they will respond to survey results

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  Management buy-in is the key to gaining cooperation and participation from employees in their own training or engagement. Management response also ensures executive support, and that the survey and its results will yield productive outcomes.

• Question 1122:

  Which type of action learning is characterized by quick and easy access, and opportunities for continuous learning?

  A. Synthesis level of learning
  B. Coaching form of learning
  C. The "push" model of learning
  D. The "pull" model of learning
  D. The "pull" model of learning

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  Pull learning is learner-driven, and is linked to acquiring Knowledge, Skills, Abilities (KSA), and competencies needed to improve performance. "Pull" models may use e-learning and blended delivery methods. Pull learning is a learner-driven, bottom-up approach that enables employees to access the information they need when and where it is needed. They are able to collaborate and make the best use of the supporting technology that links them to one another and sources of information. The focus is on performance (what you can do), sharing knowledge that leads to better performance (collaborating), and providing two-way feedback (communication). Push learning is a siloed top-down management driven approach that sends employees to formal training events where they receive nice-to-know information. People are not connected to one another during or after the training event, and do not collaborate. The focus is on showing up (attendance), participating (raising your hand), and passing or failing (testing). Action learning is an approach to problem solving by a group that works on real problems, takes action, and reflects on the results.

• Question 1123:

  A midsize company has recently hired a new HR manager. The HR department is small with only three HR professionals including the HR manager. Senior leadership notices that the employees across departments, and sometimes within departments, seem to work in silos and do not interact with each other. Leadership asks the HR manager to bring some energy into the organization and build a more collaborative and engaged environment. What is the best way to get all teams in the organization involved in HR-sponsored engagement activities?

  A. Research appealing and effective engagement activities based on organizational demographics.
  B. Encourage employees to take the opportunity to visit with other teams.
  C. Solicit feedback from each team about their ideas regarding engagement activities.
  D. Offer an incentive for each employee who participates in the engagement activity.
  C. Solicit feedback from each team about their ideas regarding engagement activities.

• Question 1124:

  The C-Suite of a company with 600 employees intends to hire 150 employees in the next 12 months. The Chief Operating Officer and the HR Director are both responsible for the expansion initiative. The company headquarters is located in a small underdeveloped city. The local school system is slightly above the state average in terms of funding and graduation levels. The local economy is based on small businesses and manufacturing. The wage base in the city is significantly lower than that of the nearest larger city. The HR director is concerned about the ability to attract new candidates. The new positions will be administrative, business development, technical, and managerial. The HR director intends to propose that some current employees can be developed for promotion. The HR staff of two employees is excited about the project.

  Which method would best prepare current employees for intended promotion into the specialized positions?

  A. Create job-specific trainings for all employees based on the ADDIE model with features of vertical and horizontal loading
  B. Create a talent recruitment strategy and develop individual development plans for all employees
  C. Develop a management training program for succession planning and to create a pool of prospective replacements.
  D. Develop a career management plan which includes identifying high-potential employees and preparing an individual development plan for them.
  D. Develop a career management plan which includes identifying high-potential employees and preparing an individual development plan for them.

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  Creating a career management plan for high-potential employees that includes an individual development plan for each of them is the best option to prepare current employees for promotions. An individual development plan (IDP) is a tool to assist employees in career and personal development. Its primary purpose is to help employees reach short and long-term career goals, as well as improve current job performance.

• Question 1125:

  A company creates a foundation to award grants to eligible nonprofit organizations to fund projects aimed at uplifting the living conditions of the local communities. Aside from the grants, the company will also assign key employees to help manage the projects. This is an example of which type of community engagement?

  A. Joint community project
  B. Community board representation
  C. Employee volunteerism
  D. Financial grant
  A. Joint community project

• Question 1126:

  Why is it more important to understand turnover FIRST in terms of the specific organization's history rather than general industry trends?

  A. It provides data that is promptly actionable and specific to corporate strategy
  B. It helps to benchmark and identify areas for improvement.
  C. It helps to gain an independent perspective about how well the organization performed compared to similar companies.
  D. It enables the organization develop a standardized set of retention processes and metrics
  A. It provides data that is promptly actionable and specific to corporate strategy

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  Staff turnover is an important metric to measure both the effectiveness of the human resources management system and the overall management of an organization. Understanding internal reasons for turnover ensures the issues and solutions are specific to the firm's strategy, are actionable, and effective for the specific firm.

• Question 1127:

  At a regional power company, managers are in charge of assigning training and development opportunities to their employees. These opportunities are sponsored by the company, and employees are entitled to their regular pay while attending training and development sessions. Recently, there has been a growing number of complaints that managers were engaging in favoritism by only assigning these training and development opportunities to their favorite employees. Favoritism violates company policy, which states that all employees must be given equal opportunities. The HR director aims to address this issue.

  Senior leaders at the company express a desire to eliminate training and development opportunities because they have become too costly for the company. What should the HR director do?

  A. Conduct a cost-benefit analysis on providing training and development opportunities to employees.
  B. Analyze industry trends on the relationship between business performance and training and development opportunities.
  C. Survey employees on their perceived effectiveness of training and development in improving their performance.
  D. Implement blended training approaches to decrease training costs.
  A. Conduct a cost-benefit analysis on providing training and development opportunities to employees.

• Question 1128:

  The HR department at the Reality company has asked a HR professional to evaluate the compensation and benefits programs in order to identify variable pay options. However, there is resistance from some members of the leadership because of increased bureaucracy and lack of agility. The Reality company is most likely at what stage in the organization life cycle?

  A. decline
  B. maturity
  C. growth
  D. startup
  B. maturity

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  Companies in the maturity phase of the organization's life cycle are hindered by highly developed policies, procedures, and rules when trying to enhance programs or respond to change.Companies in decline are also characterized by bureaucracy but are most likely eliminating programs rather than creating them.Companies in the growth stage are in the process of developing more structure to manage rapid growth factors, and startups are not usually in a financial position to offer enhanced compensation and benefits.

• Question 1129:

  What are the components of the Triple Bottom Line?

  A. Financial, Social, and Environmental performance
  B. Strategy, Objectives, Tactics
  C. Production, Operations, Sales
  D. Sustainability, Corporate Social Responsibility, Community Service
  A. Financial, Social, and Environmental performance

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  The triple bottom line is a business concept that posits firms should commit to measuring their social and environmental impact in addition to their financial performance rather than solely focusing on generating profit, or the standard "bottom line." It can be broken down into the "three Ps": People, Planet, Profit.

• Question 1130:

  Which item should the HR director review when tasked with quickly identifying if the organization is meeting its mission?

  A. Balanced scorecard
  B. HR scorecard
  C. HR audit
  D. Mission statement
  B. HR scorecard