SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 171:

  "It was a union member who filed the ULP we are currently grappling with - this validates my premise that it is always union members who file ULPs". This statement best describes:

  A. a grievance
  B. inductive reasoning
  C. a violation of the fair representation doctrine
  D. deductive reasoning
  B. inductive reasoning

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  Inductive reasoning uses a specific observation to draw general conclusions. "Harold is a grandfather. Harold is bald. Therefore, all grandfathers are bald." Deductive reasoning starts out with a generalization that follows a process to reach a specific, logical conclusion."All men are mortal. Harold is a man. Therefore, Harold is mortal."

• Question 172:

  Which program should an HR director recommend management use to identify irregularities in employee behavior, including violations of policies on anonymity, confidentiality, and privacy?

  A. Code of ethics
  B. Ethics committee
  C. Ethics training
  D. Ethics audit
  D. Ethics audit

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  An ethics audit systematically examines policies, practices, and employee behaviors to detect compliance gaps and irregularities, making it the most effective program for identifying violations of anonymity, confidentiality, and privacy.

• Question 173:

  What is an example of an implicit culture?

  A. Language
  B. Food
  C. Communication styles
  D. Values
  D. Values

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  The concept of implicit culture refers to the psychological dispositions, perceptions, and motivations which are shared by people with similar backgrounds and experiences and which lend organization and direction to overt or explicit behavior. Examples of implicit culture include attitude, beliefs, values, views toward power. Explicit culture are tangible things like language, dress, rituals, lifestyles, food etc.

• Question 174:

  In a disparate impact case, which of the following is least likely to be considered?

  A. Does the employer require that all applicants pass a physical agility test, and does the test disproportionately screen out women?
  B. Determine whether the selection procedure has a discriminatory impact on a particular group by requiring a statistical analysis using the Pareto analysis 80/20 rule.
  C. If the selection procedure has a disparate impact based on race, color, religion, sex, or national origin, can the employer show that the selection procedure is job-related and consistent with business necessity?
  D. If the employer shows that the selection procedure is job-related and consistent with business necessity, is another test available that would be equally effective in predicting job performance but would not disproportionately exclude the protected group?
  B. Determine whether the selection procedure has a discriminatory impact on a particular group by requiring a statistical analysis using the Pareto analysis 80/20 rule.

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  The Pareto Analysis is a statistical technique in decision-making. It uses the Pareto Principle (also known as the 80/20 rule) which states that by doing 20% of the work, you can generate 80% of the benefit of doing the entire job. This is different from the disparate impact 4/5th rule. The EEOC will generally consider a selection rate for any race, sex, or ethnic group which is less than four-fifths (4/5ths) or eighty percent (80%) of the selection rate for the group with the highest selection rate as a substantially different rate of selection

• Question 175:

  ___________ is how consistent test scores are likely to be if the test is scored by two or more evaluators?

  A. Inter-rater reliability
  B. Test-retest reliability
  C. Internal consistency
  D. 360-degree reliability
  A. Inter-rater reliability

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  Inter-rater reliability refers to how consistent test scores are likely to be if the test is scored by two or more raters.Test-retest reliability indicates the repeatability of test scores with the passage of time.Internal consistency reliability indicates the extent to which items on a test measure the same thing.

• Question 176:

  An HR director is hired to address the executive team's concerns about negative workplace culture and its impact on financial performance. During an initial investigation, the HR director discovers that the two division directors often fail to communicate with each other and their employees. Each division maintains separate workplace policies, and the workspaces for the divisions are spread out across multiple floors. For employee management, the director of the client services division is assisted by a small HR team. The director of operations does not work with the HR team and instead uses company funds to seek employee management advice from an executive coach, who has no official coaching training. The HR director suspects facilitating change at the company will be challenging because engagement data indicates many employees distrust the company's leadership and HR.

  Which action should the HR director take to improve the flow of information throughout the company?

  A. Ask the division directors to align the workplace policies across their divisions.
  B. Increase the company's social media presence by promoting employee participation.
  C. Develop a quarterly newsletter to share information about major company updates.
  D. Share information across multiple technology platforms to increase the likelihood that employees read the updates.
  D. Share information across multiple technology platforms to increase the likelihood that employees read the updates.

• Question 177:

  Per the Americans with Disabilities Act, factors to consider in determining if a function is essential include all of the following except?

  A. whether the reason the position exists is to perform that function
  B. whether the role ranks high on the job evaluation spectrum
  C. the number of other employees among whom the performance of the function can be distributed
  D. the degree of expertise or skill required to perform the function.
  B. whether the role ranks high on the job evaluation spectrum

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  Essential functions are the basic job duties that an employee must be able to perform, with or without reasonable accommodation. Jobs must be carefully examined to determine which functions or tasks are essential to performance. Factors to consider in determining if a function is essential include: whether the reason the position exists is to perform that function, the number of other employees available to perform the function or among whom the performance of the function can be distributed, and the degree of expertise or skill required to perform the function.

• Question 178:

  An organization is facing issues with productivity in one of its departments. Team members waste resources and fail to meet performance targets. Which financial reward strategy should be implemented to improve productivity and team dynamics while encouraging best-practice knowledge sharing?

  A. Individual productivity
  B. Merit pay
  C. Gainsharing
  D. Competency-based
  C. Gainsharing

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  Gainsharing ties rewards to team performance improvements, incentivizing employees to work together, share best practices, and increase productivity collectively.

• Question 179:

  The Terrain company has introduced the role of a Chief Compliance Officer (CCO) and is at a loss on how to compensate this role fairly. The HR manager has compiled a couple of metrics that may help solve this problem. However, the HR Director has instructed the HR manager to specifically find out how the compa-ratio metric can be used to determine compensation within the company. Which of the following applies in response to the HR Director's request?

  A. compa-ratio is used to measure internal compensation practices against external benchmarks.
  B. compa-ratio is used to identify areas of inequity between traditional salary grade levels.
  C. compa-ratio is used to calculate what merit pay increases should be given to outstanding or longest- tenured employees company-wide.
  D. compa-ratio is used to determine the extent to which an employee's remuneration is consistent with the company's pay policies.
  A. compa-ratio is used to measure internal compensation practices against external benchmarks.

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  A compa-ratio is one of the most common metrics for pay. Simply stated, a compa-ratio compares an individual employee's salary to the midpoint of a given salary range. Compa-ratio is used to determine the competitiveness of pay. Since it is used to determine the degree of pay to the midpoint or "market rate" it is helpful to compare "internal and external" benchmarks. With compa-ratio, HR compares what the company is paying for a job, versus what other companies are paying to ensure the pay is competitive.The "midpoint/market rate" is the average pay of all companies, so in order to determine if pay is competitive or equitable to the competition, HR uses compa-ratio to compare a job's pay to the";mid- point/market rate" Note that companies do not break down pay policies to include metrics such as compa-ratio.

• Question 180:

  The cost advantage that arises with increased output of a product is called:

  A. Competitive advantage
  B. Increased market share
  C. Economies of scale
  D. Growth-share matrix
  C. Economies of scale

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  Economies of scale is the cost advantage that arises with increased output of a product.It refers to the proportionate savings in costs gained by an increased level of production.