SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 151:

  Which of the following strategies would be more suitable in a business environment of constant change which requires a need to continually find new products and new markets?

  A. global
  B. differentiation
  C. horizontal integration
  D. premium
  B. differentiation

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  Differentiation strategy is a strategy that aims to distinguish a product or service, from other similar products, offered by competitors in the market. It's an approach that a business takes to develop a unique product or service that customers will find better distinctive from those offered by competitors.

• Question 152:

  Two team members continually disagree about project decisions impacting work duties and tasks. The team leader meets with the employee relations director to seek advice on the best course of action to resolve this situation. Which is the best conflict management approach for the ER director to recommend?

  A. Schedule the employees to meet with the ER director, who will arbitrate a resolution for them.
  B. Have each employee document all disagreements in writing and submit them to the team leader for resolution.
  C. Advise the employees that these disagreements are disruptive to productivity and they must stop immediately.
  D. Suggest that the team leader meet with both employees and mediate a mutually acceptable solution.
  D. Suggest that the team leader meet with both employees and mediate a mutually acceptable solution.

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  It's important to reach a lasting resolution to this conflict since it may damage team productivity. The ER director will recommend collaboration, a conflict resolution technique that encourages both sides to share their objectives and find a solution that satisfies both sides' objectives.

• Question 153:

  Which of the following regulations is least likely to affect the HR planning process?

  A. Tax benefits for job training expenses
  B. Retirement administration requirements
  C. Regulations on the length of the work week
  D. Reporting an injury and filing a workers' compensation claim
  D. Reporting an injury and filing a workers' compensation claim

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  There are four basic eligibility requirements for workers' comp benefits: the individual must be an employee; the employer must carry workers' comp insurance; the employee must have a work-related injury or illness; the employee must meet the state deadline for reporting the injury and filing a workers' comp claim. This workers' compensation claim process is done by the employee and is least likely to affect the HR planning process.

• Question 154:

  Micah has been tasked to carry out a comprehensive audit of all current jobs in her company. Where can Micah the information she needs to carry out this task;

  A. Organization and staffing database
  B. Gap analysis data
  C. Employee files
  D. Personnel performance improvement plan.
  A. Organization and staffing database

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  To carry out a comprehensive audit of all current jobs, the best option for Micah is the organizational and staffing database such as a HRIS. Note that gap analysis is understanding the gaps between workforce demand and supply and to identify top priority gaps with the greatest impact on organizational performance.

• Question 155:

  The HR manager at a consulting firm notices a rapid increase in the demand for experienced leaders. The increase is making it difficult to hire managers at the same rate of pay compared to one year ago. The firm presently has three open manager positions and the three top candidates are demanding annual salaries ' salaries. This morning the firm's CEO sent a companywide email higher than current managers announcing that staffing the job openings is a top priority to meet business demands. The email also indicated the firm is willing to pay a referral bonus. The HR manager knows that staffing the job openings will completely exhaust HR's budget, leaving no money to pay referral bonuses or make salary adjustments for incumbents. While reviewing the candidates' resumes the HR manager receives an email from an incumbent manager stating that the manager discovered the firm is offering higher salaries to applicants with less experience. The email also states the incumbent manager no longer trusts the leadership team and is going to seek other employment opportunities.

  Which action should the HR manager take first to respond to the incumbent manager's email?

  A. Ask the incumbent manager to stay with the firm until the job openings are staffed.
  B. Meet with the incumbent manager to discuss the non-monetary benefits offered by the firm.
  C. Explain to the incumbent manager how the changes in the job market have made it difficult to hire experienced managers.
  D. Advise the incumbent manager to compare the firm's total compensation and benefits package to competitors' packages.
  B. Meet with the incumbent manager to discuss the non-monetary benefits offered by the firm.

• Question 156:

  A firm is experiencing an increase in behaviors that violate its code of ethics. Which recommendation should the VP of HR take first to reduce these incidents?

  A. Ask management to openly discuss and support the code of ethics.
  B. Implement a system for employees to reaffirm the code of ethics annually.
  C. Revise the code of ethics to ensure it is clearly written.
  D. Reprimand publicly those individuals who violate the code of ethics.
  A. Ask management to openly discuss and support the code of ethics.

• Question 157:

  A company's employee engagement surveys reveal a significant degree of dissatisfaction with the number and quality of meetings employees are expected to participate in. Which first step should be taken to improve employee satisfaction with the organization's meetings?

  A. Train leaders in basic facilitation techniques.
  B. Measure the effectiveness of individual leader meetings.
  C. Require leaders to use a standard meeting structure.
  D. Train leaders on how to build and structure agendas.
  D. Train leaders on how to build and structure agendas.

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  Training leaders to build and structure clear agendas equips them to plan focused, efficient meetings from the start, directly improving both the quality and relevance of sessions for participants.

• Question 158:

  During off-duty hours, a shift production supervisor at a chemical manufacturing plant is caught driving while under the influence by local law enforcement. The supervisor is fined and banned from driving any vehicle for three years, and the offense is reported to the company. During this time, members from the supervisor's shift come forward saying that the supervisor has come to work under the influence on multiple occasions for several years and the members have been covering it up. The company has a wellestablished and known zero-tolerance policy on substance use at work. Pending an investigation to determine what disciplinary action, if any, needs to be taken, the supervisor is transferred to a nonsupervisory job writing and reviewing technical documents. The HR manager is engaged to help address the situation.

  The chief technology officer wants to replace more production employees with fully automated machinery to avoid future problems of impaired employees operating machinery at work, which will also improve production output. How should the HR manager best evaluate the feasibility of this proposal in achieving those goals?

  A. Collect production outcome information from different companies in the same industry that have varying levels of automation.
  B. Compare production outcomes from different production groups within the company that have varying levels of automation.
  C. Survey employees at the company about their opinions about the proposal.
  D. Dismiss the proposal as being irrelevant to managing employee substance use in the workplace.
  B. Compare production outcomes from different production groups within the company that have varying levels of automation.

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  Comparing production outcomes across groups with different automation levels within the company uses directly relevant data to determine how automation affects output and safety, informing a fact-based feasibility assessment.

• Question 159:

  A software company is opening a manufacturing facility in China. Some U.S. management and key personnel will be transferred; however, most new employees will be hired in China. Company executives want more information about the Chinese workforce, including a workforce evaluation of the employment market in China. What first step should be accomplished as soon as possible?

  A. Conducting a supply analysis of available employees.
  B. Identifying flexible staffing arrangements available in China.
  C. Establishing replacement and succession plans for the new facility.
  D. Creating a talent acquisition strategy to recruit proficient talent.
  A. Conducting a supply analysis of available employees.

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  Evaluating the current supply of U.S. workers and Chinese workers will help to identify the skillsets required and how many workers from each country will be needed. Note that in workforce planning, supply analysis comes first, then a demand analysis, then the gap analysis, and finally the solution analysis.

• Question 160:

  A plant that processes building materials is located in a county that was recently in the news for having the 3rd highest rate of drug and alcohol abuse in the country. The plant has had a 17% increase in employee injuries in the operations department and during the graveyard shift. What would be the best course of action to reduce the rate and risk of injury in the plant?

  A. Conduct a root cause analysis with employee involvement
  B. Change the employees shift from the graveyard shift to day shift
  C. Conduct plant-wide random drug and alcohol test
  D. Provide personal protective equipment for the employees and conduct OSHA-approved training
  A. Conduct a root cause analysis with employee involvement

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  The Occupational Safety and Health Administration (OSHA) urge employers to conduct a root cause analysis following an incident or near-miss at a facility. A root cause is a fundamental, underlying, system-related reason why an incident occurred that identifies one or more correctable system failures. By conducting a root cause analysis and addressing root causes, an employer may be able to substantially or completely prevent the same or a similar incident from recurring.