SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 111:

  What should a HR Manager consider before the last resort of termination for a long-term employee who has been previously successful?

  A. Lateral Transfer
  B. Vertical loading
  C. Horizontal loading
  D. Progressive discipline
  A. Lateral Transfer

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  A lateral transfer is a move to a different job with essentially the same title, pay, and level in an organization. Transfers are effective (in this case) if an employee was put into a wrong role because of a mismatch of skills possessed by the employee and those needed on the job. Vertical loading (or job enrichment) gives employees responsibilities, accountability, autonomy, and control formerly reserved for higher level positions. Horizontal loading (or job enlargement) is the practice of adding extra tasks (that require a similar level of skill) to an existing job. The difference between job enrichment and job enlargement is quality and quantity. By job enrichment, an employee finds satisfaction in respect to their position and personal growth potential while job enlargement refers to having additional duties and responsibilities in a current job.

• Question 112:

  Motivation is:

  A. an element of ability, personal traits and competence.
  B. an individual's intensity, direction and persistence.
  C. a determination toward creating objectives
  D. a characteristic of knowledge, skill, abilities
  B. an individual's intensity, direction and persistence.

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  Motivation is the process that initiates, guides, and maintains goal-oriented behaviors. Motivation is an individual's intensity, direction and persistence.

• Question 113:

  Joan is a HR leader who is collaborative, generous in giving praise, and does not like confrontations and conflicts. How would you assess Joan's leadership?

  A. Joan may not provide sufficient direction and her team is most likely unproductive and weak
  B. Joan's team may function adequately but may not have confidence in her during challenging times.
  C. Joan's team will function optimally based on her positive leadership and professionalism.
  D. Joan's team will experience high levels of productivity and low levels of conflict.
  B. Joan's team may function adequately but may not have confidence in her during challenging times.

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  The team may function adequately but may not have a sense of trust in Joan that is useful in challenging times because she shies away from confrontation and conflict.

• Question 114:

  What is the goal of a HR audit?

  A. achieving value.
  B. cost control.
  C. identifying gaps.
  D. building human capital.
  C. identifying gaps.

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  A goal of a HR audit is to identify gaps in HR practices, processes, and procedures.The purpose of a HR Audit is to recognize strengths and identify any needs for improvement in the human resources function.

• Question 115:

  What is a major disadvantage of time-based pay systems?

  A. They require multi-rater performance appraisal systems.
  B. They favor quantity over quality in production levels.
  C. They can raise pay levels over time even if performance is unsatisfactory
  D. They are subject to merit pay differentials
  C. They can raise pay levels over time even if performance is unsatisfactory

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  Time-based pay systems compensate the employee according to the number of hours worked during the pay period. Compensation is not linked to employee performance but to employee presence at the workplace. A major disadvantage of a time-based pay system is that it does not reflect performance as a basis for pay differentials, and it can raise average pay levels over time even if performance is below average.

• Question 116:

  Which HR structure is appropriate for a global conglomerate where the Board of Directors have decided that the HR structure should be one where the HR of each branch controls its localized processes while strategic and policy-based decisions are controlled exclusively by the Headquarters HR?

  A. decentralized
  B. dedicated
  C. centralized
  D. functional
  A. decentralized

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  In a Decentralized HR structure, HR administration, processes and practices are determined at the business unit or local level while Headquarters HR is responsible for the overall HR strategy and policy. Note that in a dedicated structure, each business unit has its own strategy and policy.

• Question 117:

  An OED team launches an intervention, developing a new process for the accounting department. Accounting has been directly involved in the project, and its members are prepared for the change. The process affects other departments, however, and their reaction is negative. What is the probable cause of this outcome?

  A. The processes did not reflect the real-world organization
  B. The organization was not prepared for the change
  C. Senior management did not support the project
  D. The other departments should have been included in revising job descriptions
  B. The organization was not prepared for the change

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  The most valid reason for the negative reaction by the other departments is because the entire organization was not prepared for the change that would affect them in implementation. OED interventions may fail due to the OED team not making a compelling case for the change, stakeholder involvement and communication, and not dealing proactively with resistance.

• Question 118:

  In which type of HR structure does each part of the organization control its own HR issues?

  A. Centre of expertise
  B. Departmentalized
  C. Decentralized
  D. Functional
  C. Decentralized

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  The decentralized HR structure features autonomous HR functions housed in separate business units that operate and make decisions mostly independent of the other units all other headquarter-created policy and strategy.

• Question 119:

  In this type of organizational structure, departments are delineated by the services they contribute to the organization's overall mission:

  A. Functional structure
  B. Dedicated structure
  C. Centers of excellence
  D. Shared services
  A. Functional structure

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  In a functional structure, departments are delineated by the services they contribute to the organization's overall mission.It is a type of organizational structure in which the organization is divided based on specialized functional areas, such as IT, finance, or marketing.

• Question 120:

  Which should be implemented to help an organization achieve a high quality of life for employees and the community in which the organization operates?

  A. Realistic job previews
  B. Change management training
  C. Growth-share matrix prioritization
  D. Sustainability initiatives
  D. Sustainability initiatives