SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 121:

  Which recruitment method yields applicants that have the best understanding of the advertised job opening and what it entails?

  A. Career fair
  B. Direct mailing
  C. Third-party recruiting
  D. Employee referrals
  D. Employee referrals

• Question 122:

  A county library has a job opening for a librarian. The position description includes a statement about the ability to provide reference services requiring knowledge of the library collection, reference tools, and materials. For this position, the statement is a(n) ?

  A. essential function
  B. performance criterion.
  C. marginal function
  D. work environment characteristic
  A. essential function

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  Essential functions are the basic job duties that an employee must be able to perform, with or without reasonable accommodation. In this case, the ability to provide reference services and understand the library collection, reference tools, and materials is essential to performance.

• Question 123:

  The UN Global Compact:

  A. is a binding code of ethical conduct for global enterprises
  B. mandates observance of its principles on the triple bottom line.
  C. advances its principles as an aspirational set of shared values
  D. requires revision and updates to environmental laws of member countries.
  C. advances its principles as an aspirational set of shared values

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  The UN Global Compact advances its principles as an aspirational set of shared values. The UN Global Compact supports companies to do business responsibly by aligning their strategies and operations with Ten Principles on human rights, labor, environment and anti-corruption; and take strategic actions to advance broader societal goals, such as the UN Sustainable Development Goals, with an emphasis on collaboration and innovation. The UN Global Compact is not binding or mandatory, and does not require revisions to laws of countries.

• Question 124:

  Tim has been recently employed as an HR Generalist in a non-profit organization. He needs to understand how to gain credibility in the organization. What activity would help the most?

  A. Seeking HR management positions that expose him to the organization's culture and ethics
  B. Talking to HR peers at professional conferences about effective employee engagement in their firms
  C. Observing how people relate to other team members in team deliberations and activities
  D. Reviewing the organization's vision, mission and values statements
  C. Observing how people relate to other team members in team deliberations and activities

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  As a new employee, Tim will best understand how to gain credibility by observing and watching how his colleagues relate to other team members in deliberations, discussions and activities. This way he can understand the implicit and explicit culture of the organization and what is acceptable or not.

• Question 125:

  Which is the most effective approach to providing ongoing training to employees while fostering employee engagement?

  A. Assigning senior peers to mentor junior employees
  B. Providing employee reimbursement for external courses
  C. Conducting onsite lectures during regularly scheduled work hours
  D. Encouraging employees to learn tasks related to other jobs
  A. Assigning senior peers to mentor junior employees

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  Pairing senior peers with junior employees through mentoring fosters continuous, personalized development and builds engagement through meaningful relationships.

• Question 126:

  Which tactic is best to retain a high-performing employee who is eager to advance when no conventional career path is available and managerial roles are limited?

  A. A career lattice
  B. A job rotation
  C. A dual career ladder
  D. A dialed-down path
  C. A dual career ladder

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  A dual career ladder creates a parallel advancement track for technical experts, allowing high performers to gain increased responsibility, recognition, and compensation without moving into management.

• Question 127:

  An organization addressing salary compression is most likely in which step of administering a pay structure?

  A. Making pay adjustments
  B. Maintaining an up-to-date structure
  C. Processing performance increases
  D. Dealing with pay inequities
  D. Dealing with pay inequities

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  Pay compression is when employees who have been in a job for a long time make less than new hires in the same position this is a form of pay inequity and can result in flight risks. An effective solution to pay compression is to pay employees what they are worth by resolving pay inequities through enacting merit pay structures and market increases across the board.

• Question 128:

  An organization considers leader coachability as a key element to retain employees. Which is most important when considering the coachability of leadership candidates?

  A. Sustained attendance and progress from past coaching sessions
  B. Accountability and turnaround of a past leadership failure
  C. Reference checks from former colleagues and subordinates
  D. Specific and favorable success stories arising from coaching experiences
  B. Accountability and turnaround of a past leadership failure

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  True coachability is evidenced by a leader's willingness to own past mistakes and apply feedback to improve performance, as shown by taking accountability and driving a turnaround after a leadership failure.

• Question 129:

  What is the difference between the Herzberg's motivational hygiene theory and Maslow's hierarchy of needs theory?

  A. Herzberg's intrinsic factors include supervision, compensation, workplace safety, while Maslow's theory emphasizes extrinsic factors such as advancement and social belonging.
  B. Herzberg's emphasizes factors such as task identity, autonomy, skill variety, task significance, while Maslow's include organizational socialization and self-actualization.
  C. Herzberg's theory focuses specifically on job-related needs, while Maslow's theory is on general survival needs.
  D. Herzberg's theory is based on human satisfiers and dissatisfiers, while Maslow's theory is based on workplace compensation and rewards.
  C. Herzberg's theory focuses specifically on job-related needs, while Maslow's theory is on general survival needs.

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  Maslow's Theory is a general theory on motivation which states that the urge to satisfy needs is the most important factor in motivation. Herzberg's Theory on motivation says that there are various factors existing at the workplace that causes job satisfaction or dissatisfaction.

• Question 130:

  If a candidate decides to accept a position with a company because of the company's reputation in the industry, this is considered what type of recruiting strategy?

  A. Job specification
  B. Promotional recruiting
  C. Total rewards
  D. Brand identity
  D. Brand identity

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  Defining the employer's brand identity sets the stage for many aspects of the recruiting process. The reputation established with employees, along with the manner in which the organization presents itself in the general marketplace impacts the brand of a company.