SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 191:

  In a risk matrix, which possible events are considered most significant to an organization?

  A. Not currently controlled and easiest to control
  B. Rapid onset and high impact
  C. Not currently controlled and expensive to control
  D. High probability of occurrence and high impact
  D. High probability of occurrence and high impact

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  The most significant risks in a risk matrix are in the quadrant formed by highest impact and greatest probability of occurrence. Rapid onset is a legitimate issue in risk analysis, but it is not included in a conventional risk matrix.

• Question 192:

  An intensive investigation of all factors surrounding a business decision is __________.

  A. Resource assessment.
  B. Needs analysis.
  C. HR Audit.
  D. Due diligence.
  D. Due diligence.

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  Due diligence is an intensive investigation of all factors surrounding a business decision such as a merger or an acquisition.It is a detailed investigation completed by a business prior to signing a contract or starting an ongoing business.

• Question 193:

  The HR president of a civil engineering firm, has noticed an unusually high number of turnover by the mid-level civil engineers. In her research and analysis, she has found that the engineers are leaving to rival organizations for parallel pay and benefit. What do you advise the HR President to do?

  A. Engage in recruitment and selection to hire the needed number of civil engineers and counterbalance the high turnover rate.
  B. Determine the reasons for the civil engineers leaving by benchmarking compensation and utilizing HR dashboards.
  C. Determine how areas of company culture such as management style, internal communication are perceived by employees.
  D. Specifically hire civil engineers that have long-term and stable employment history with a conservative career pattern.
  C. Determine how areas of company culture such as management style, internal communication are perceived by employees.

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  More often than not, compensation and culture are two possible culprits behind a high turnover rate in an organization.The HR president has already done a compensation analysis that shows the rival companies have similar pay and benefits, therefore there is no need for an additional pay analysis.The company culture should be analyzed to determine areas that may be responsible for the high turnover rate.

• Question 194:

  Which of the following will be a motivating factor for an employee at the safety needs level of Abraham Maslow's Hierarchy of Needs?

  A. Accolades from peers.
  B. Teamwork.
  C. Job security.
  D. Supervisory training.
  C. Job security.

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  Maslow's hierarchy of needs states that people aim to meet basic needs and then seek to meet successively higher needs in the form of a pyramid. These needs are physiological, safety, social, esteem and self-actualization needs. An employee at the safety needs level will be motivated by job security.

• Question 195:

  The HR department has determined that 10 new employees will be needed in operations, 7 new employees in marketing, and 5 new employees in customer service to achieve a company's strategic goals. HR is engaged in what workforce analysis process?

  A. Gap analysis
  B. Supply analysis
  C. Demand analysis
  D. Strategic workforce needs
  C. Demand analysis

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  Demand analysis involves understanding the future business direction of an organization, what its workforce needs are, and the number of employees required so it can deliver its goals. It involves determining the employees the company needs to achieve its objectives. Supply analysis, on the other hand, has both internal and external components. Internal supply refers to the workforce an organization already has, whereas external supply refers to potential sources and availability of staff to join an organization.

• Question 196:

  Which best describes a global company with a polycentric approach to globalization?

  A. Global policies are adopted and implemented at local-country levels.
  B. Cultural norms and compensation are reviewed and implemented by headquarters.
  C. Local cultural and legal compensation norms are understood and implemented.
  D. Headquarters compensation policies are modified for legal compliance only.
  C. Local cultural and legal compensation norms are understood and implemented.

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  In the polycentric orientation, entities are allowed a large measure of independence as long as they are profitable and may adapt to local culture and legal compliance as needed.

• Question 197:

  Which of the following is not true about the two-factor theory?

  A. Motivators and hygiene factors act independently of each other
  B. The absence of dissatisfiers will result in the presence of job satisfiers
  C. Factors that cause job satisfaction are separate from the factors that cause dissatisfaction
  D. Pay is a job dissatisfier while challenging work is a job satisfier
  B. The absence of dissatisfiers will result in the presence of job satisfiers

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  The two-factor theory (also known as Herzberg's motivation-hygiene theory) states that there are certain factors in the workplace that cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other.

• Question 198:

  A non-union software design corporation does an annual continuous improvement drive to determine employee engagement levels. The corporation has noted that context offered by external benchmarks has increased the effectiveness of the drive and its impact on organizational success. The most appropriate method of engaging in this drive is;

  A. Gain engagement data via skip-level interviews
  B. Gain engagement data via 360 degree critical incidents
  C. Gain engagement data via surveys
  D. Gain engagement data via management and employee committees
  C. Gain engagement data via surveys

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  As the organization will be engaging in external benchmarks from the engagement data, a survey is the most appropriate tool to obtain data that can be used for external comparisons.

• Question 199:

  The main purpose of __________ is to boost economic development of its members by expanding trade.

  A. The OECD Guidelines for Multinational Enterprises
  B. UN Global Compact
  C. The Caux Round Table principles for international businesses
  D. SA 8000
  A. The OECD Guidelines for Multinational Enterprises

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  The OECD Guidelines for Multinational Enterprises is a set of recommendations by governments to multinational enterprises (MNEs) to voluntarily adopt to minimize and resolve impacts which may arise from their operations in foreign jurisdictions and to encourage positive contributions to economic, social and environmental progress. The main purpose of The OECD Guidelines for Multinational Enterprises is to boost economic development of its members by expanding trade.The United Nations Global Compact is a non-binding, principle-based United Nations pact or framework to encourage businesses worldwide to adopt sustainable and socially responsible policies, and to report on their implementation.The Caux principles is one of the earliest employer-led efforts to establish an international code of ethics. A network of business leaders from Europe, Japan, and the United States (the Caux Round Table) began meeting regularly in 1986 to promote moral capitalism and as a response to increased trade tensions. SA8000, one of the earliest certification standards, is a certifiable standard focusing on human rights and labor relations, providing both process and performance criteria

• Question 200:

  Anna has been tasked with determining the appropriate international strategy for a corporation which provides a variety of upscale household products. She has decided to present her findings in a business case that explains the various international strategies. Which of the following is inaccurate in Anna's presentation?

  A. An advantage of a franchising strategy in foreign markets include having franchisees bear most of the costs of establishing foreign locations and requiring the franchiser to expend only the resources to train, and support foreign franchisees.
  B. A multidomestic type of strategy focuses on the competitive approach of economies of scale and efficiency in all countries where the firm does business.
  C. The multidomestic strategy is appropriate when country-to-country differences in buyer tastes, cultural traditions, and market conditions vary significantly.
  D. A "think global, act global" approach to strategy making is preferable when country-to-country differences are small enough to be accommodated within the framework of a mostly uniform global strategy.
  B. A multidomestic type of strategy focuses on the competitive approach of economies of scale and efficiency in all countries where the firm does business.

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  Multidomestic companies do not have the advantage of economies of scale or efficiency - global companies do. Multidomestic companies have the advantage of a strong foothold in the local market, and an ability to customize for the specific market (which sacrifices economies of scale).The advantages of a global strategy include economies of scale and efficiency as global companies offer a standardized product worldwide and have the goal to maximize efficiencies in order to reduce costs and quality risks.