SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 1131:

  A high-end chocolate business promotes their chocolate to be a romantic gift, classy, has a superior taste, and high nutritional value while hiding that the chocolate can make customers fat, ruin the teeth, will make kids hyperactive and is poisonous for dogs. The best term that describes what the business is engaged in is called?

  A. Influence
  B. Strategy
  C. Marketing
  D. Impression management
  D. Impression management

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  Impression management is a process in which individuals try to influence the perceptions people have about something, a person, or an event. For example, an employer may present information in a light that favors him/her while hiding the error he/she made.

• Question 1132:

  A employer and an employee are in an Alternative Dispute Resolution (ADR) process. The process involves a neutral third party who promotes communication, suggests settlement proposals and helps facilitate an agreement. This ADR method is called:

  A. Arbitration
  B. Mediation
  C. Constructive confrontation
  D. Facilitation
  B. Mediation

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  Mediation is a non-binding ADR method and the mediator has no power to impose a resolution. Arbitration is an ADR that is similar to the court process as parties provide testimonies, give evidence and arbitrators make a decision/ruling that is often binding. In mediation, the process is a negotiation with the assistance of a neutral third party who simply helps facilitate discussions and resolution of the dispute by both parties. The constructive confrontation approach seeks to resolve the underlying (root) causes of conflicts.

• Question 1133:

  The most important factor of a strong employer brand:

  A. consistent social media presence
  B. employer value proposition
  C. strategic public relations
  D. clearly articulated vision and values
  B. employer value proposition

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  An organization's Employer Value Proposition (EVP) is a strategic and unique set of associations, offerings, and benefits that an employee receives in return for their skills, capabilities and experience.It is a fundamental step in defining an employer brand as it defines the unique values, ideals, and the essence of the company - upon which an employer brand strategy for talent acquisition is built.

• Question 1134:

  The Receptacle organization has lost its overall market share by 13% because its customer satisfaction levels has deteriorated over the last 7 months. The Chief Executive Officer (CEO) speaks to the Chief Human Resource Officer (CHRO) about receiving anonymous emails of dysfunction in the customer service department. The CEO asks the CHRO to determine why the department is performing poorly, and if the Head of Customer Service (HCS) is able to lead the team effectively. The CEO states that

  the rising levels of customer complaints of poor service must be handled urgently and decisively.

  The CHRO schedules a meeting with the HCS. The HCS was a top performer as an employee for 4 years and was recently promoted to lead the department. During the meeting, the HCS admits that he is facing significant employee relations problems. He states that certain employees are given preferential treatment by the CEO based on familial ties and these employees cannot be controlled. He is at a loss on what to do about these "problem" employees because they have access to the CEO based on

  family ties.

  Staff in the department respond to an average of 3 calls per hour while the industry standard average is 7 calls per hour. The HCS states that he is desperate for help and is open to any solutions that the CHRO can offer. The CHRO finds that the department is not staffed at full capacity and though the vacant positions have been posted in-house, employees are not keen on applying for the roles based on rumors of poor employee relations, bias, chaotic systems and controls. The CHRO has received an email stating that one of the employees in the customer service function is under the influence of illegal drugs and was caught vandalizing company property. The most appropriate way to handle this situation is?

  A. Because the company has over 15 employees, it is subject to the Drug Free Workplace Act of 1988, therefore the CHRO is to inform the HCS that the employee must be summarily dismissed.
  B. Determine if the employee is protected under the Americans with Disabilities Act (ADA); if yes, provide a reasonable accommodation; if no, offer the employee the option of resignation or termination.
  C. Inform the HCS of the allegations, offer the employee paid administrative leave, and carry out an investigation of the allegations.
  D. Per due process, meet with the HCS and the employee to state the organization's policy on drugs and substance abuse, discuss the allegations, and proceed with the customary progressive disciplinary steps.
  C. Inform the HCS of the allegations, offer the employee paid administrative leave, and carry out an investigation of the allegations.

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  Unless paid administrative leave is being used as a form of workplace retaliation, employers can legally put their employees on paid administrative leave while the employer conducts an investigation regarding their employee's behavior.When allegations are made, in order to know what action to take, or to find out whether action is even necessary, the employer has to investigate the situation and ascertain the facts. Employers that fail to investigate such situations usually lose any claims or lawsuits brought by the employee in response to the problem. During the investigation, it is best for the employee to be placed on paid administrative leave to eliminate employer legal liability.Note that the Drug-free Workplace Act of 1988 applies to any organization that receives a federal contract of $100,000 or more; and any organization receiving a federal grant of any size (not employers with over 15 employees).Note that while a current illegal user of drugs is not protected by the ADA - an individual with alcohol use disorder is a person with a disability and is protected by the ADA if he or she is qualified to perform the essential functions of the job.

• Question 1135:

  As VP of HR, you are helping your company's executive committee plan a highly experimental manufacturing process. It will be employing unusual nontraditional technology and work structure to produce an innovative product. There is a significant possibility that the venture will fail, however, if it is successful, the profits will be immense. Your company has manufactured a related product line for over 50 years using traditional methods. With your knowledge of organizational culture, you suggest that;

  A. it would be best to try this process in an existing plant with senior employees selected to form the core workforce
  B. since this is a new manufacturing process, the appropriate HR policies and procedures will not be apparent until the plant is actually up and running
  C. although a new location would be best, it is important that HR policies and procedures promote the organization's traditional and strategic culture in the new plant
  D. it would be best to try this process with new employees in a separate location with new HR policies and procedures.
  D. it would be best to try this process with new employees in a separate location with new HR policies and procedures.

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  As the highly experimental manufacturing process would be employing unusual nontraditional technology, it would be best to try this process with new employees in a separate location with new HR policies and procedures, specific to what is needed to ensure the new process succeeds.

• Question 1136:

  An HR manager outsources temporary packaging work to a youth group at her church. How would you characterize her actions?

  A. Violation of labor laws and youth employment regulations
  B. Conflict of interest, as other groups were not considered
  C. Inappropriate, because a church group is involved
  D. Appropriate, as part of a community relations strategy
  B. Conflict of interest, as other groups were not considered

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  The action is a conflict of interest, since it benefits an organization with whom the manager is connected. The manager could have avoided a conflict by involving other HR staff in the decision and considering other participants besides the church group.

• Question 1137:

  What is the ultimate goal of continuous improvement initiatives in an organization?

  A. Incremental enhancements for organizational effectiveness
  B. Short and quick changes that redesign operations
  C. Adopting customer requirements into the quality assurance process
  D. Implementing the Total Quality Management (TQM) tool of cause and effect analysis
  A. Incremental enhancements for organizational effectiveness

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  Continuous improvement is the on-going effort to improve products, services and processes by making small, incremental improvements within a business. It is based on the belief that these incremental changes will add up to major improvements over time.

• Question 1138:

  An HR director wants to show the leadership team how HR promotes the goals and values of the organization. Which would be the most effective strategy to demonstrate this?

  A. Show the turnover rate of employees over the past year.
  B. Create an organizational chart identifying key HR roles.
  C. Report the number of hires the HR department achieved in the last quarter.
  D. Develop an HR mission statement that mirrors that of the company.
  D. Develop an HR mission statement that mirrors that of the company.

• Question 1139:

  Specific HR strategies must first and foremost be aligned with which of the following?

  A. The needs of the employees
  B. Financial integration
  C. Labor law compliance
  D. The company's strategic plan
  D. The company's strategic plan

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  Specific HR strategies will emerge directly from the company's strategic plan. Because of this, the needs of the employees as they relate to company growth will be clearer, as will any compliance factors that will emerge as a result of strategic objectives.

• Question 1140:

  Corporate leadership has requested that HR develop an employee engagement strategy for a newly acquired division, and HR follows the model for strategic planning. Which phase in strategic planning will focus on gathering information to create this strategy?

  A. Development
  B. Evaluation
  C. Formulation
  D. Implementation
  C. Formulation

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  The first phase in the strategic planning process is strategy formulation, which is followed by strategy development. The other choices are the third and fourth phases in strategic planning.