SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 201:

  Per the International Organization for Standardization (ISO), which of the following is the most accurate definition of risk?

  A. Effect of uncertainty on business objectives and results
  B. The probability of loss at the operational level
  C. Exposure a company has to circumstances that hinder its competitive advantage
  D. Quantified loss potential at the organizational level
  A. Effect of uncertainty on business objectives and results

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  The definition of risk by the ISO Guide is "the effect of uncertainty on objectives" Note that this effect may be positive or negative, or a deviation from the expected. Risks may be an event, a change in circumstances or a consequence.

• Question 202:

  Which company programs are most effective when developing succession plans?

  A. Recruiting and feedback
  B. Coaching and development
  C. Mentoring and reorganization
  D. Compensation and benefits
  B. Coaching and development

• Question 203:

  Shade is a new manager hired by Gombe Pharmaceuticals Inc. She has discovered that working conditions are not good for her employees--they work in an environment exposed to electrical accidents, exposure to dangerous chemicals, and machinery hazards. Employees have complained that the work hours are tedious and a key supervisor who reports directly to Shade is often absent and cannot assist the employees on unique customer inquiries and supplies. Shade has decided to analyze this work condition using the Herzberg's motivation-hygiene.

  Shade decides to analyze the dissatisfiers in the work situation. Shade will be reviewing:

  A. working conditions.
  B. promotions.
  C. recognition.
  D. advancement.
  A. working conditions.

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  Note the term, "dissatisfiers" - these are hygiene factors.Herzberg's motivation-hygiene theory (also known as Herzberg's two-factor theory states that certain factors in the workplace cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other.Motivators include challenging work, recognition for one's achievement, responsibility, opportunity to do something meaningful, involvement in decision making, sense of importance to an organization. Motivators give positive satisfaction, arising from intrinsic conditions of the job itself.Hygiene factors include status, job security, salary, fringe benefits, work conditions, good pay, paid insurance, vacations. Hygiene factors or dissatisfiers do not give positive satisfaction or lead to higher motivation, though dissatisfaction results from their absence. The term "hygiene" is used in the sense that these are maintenance factors. These are extrinsic to the work itself, and include aspects such as company policies, supervisory practices, or wages/salary.

• Question 204:

  "If Venezuela's interest rates are high, this must mean that the economy is experiencing which of the following?

  A. Economic Recession
  B. Mixed Economy
  C. Economic Boom
  D. Pure Market Economy
  A. Economic Recession

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  When an economy enters a recession, demand for liquidity increases while the supply of credit decreases, which would normally be expected to result in an increase in interest rates. Usually low interest regimes are accompanied by growth of business. Low interest rates increase investment, generating opportunities for employment. The reverse is true for high interest rate situations.

• Question 205:

  The Union has submitted a written request to management for a designated time to hold a meeting as part of its campaign organizing activities. Which of the following actions is management most likely to take?

  A. Use the meeting as an opportunity to demonstrate good-faith bargaining
  B. Refuse to allow time for the meeting
  C. Schedule the meeting no later than two weeks prior to the election
  D. Contest the appropriateness of the meeting request with the NLRB
  B. Refuse to allow time for the meeting

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  A union organizing campaign is essentially a drive or movement to form a union within an organization. At the stage of a union organizing campaign, management has no obligation to grant a union which is not the employee representative, a designated time to hold campaign meetings.

• Question 206:

  An HR director is preparing to meet with the company president because one of the top executives has been accused of gross misconduct. Which is the best recommendation the HR director can give the president to ensure a complete and credible investigation process?

  A. Engage a third-party resource to conduct the investigation. 's standard procedure for conducting investigations.
  B. Follow the company
  C. Contact the appropriate governmental authority.
  D. Suggest the president speak with the executive before proceeding.
  B. Follow the company

• Question 207:

  A company has a large number of workers who will be eligible for retirement within the next five years. Which should be most effective for preventing a significant loss of corporate knowledge?

  A. Change the company
  B. Provide more training and development opportunities to less experienced workers.
  C. Offer flexible scheduling and phased retirement options to employees.
  D. Provide higher pay and advancement opportunities to tenured workers to motivate them to stay.
  C. Offer flexible scheduling and phased retirement options to employees.

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  Phased retirement lets experienced employees transition gradually, creating structured opportunities for mentoring and knowledge transfer before they fully exit, which preserves critical corporate know-how.

• Question 208:

  Which of the following theories appeals to an employee's need for achievement?

  A. Attribution theory
  B. Fiedler's Least Preferred Co-worker (LPC) Theory
  C. Vroom expectancy theory
  D. McClelland theory of needs
  D. McClelland theory of needs

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  McClelland's Human Motivation Theory states that every person has one of three main driving motivators: the needs for achievement, affiliation, or power. These motivators are not inherent; we develop them through our culture and life experiences. Achievers like to solve problems and achieve goals.The basis of attribution theory is that people want to know the reasons for the actions that they and others take; they want to attribute causes to behaviors they see rather than assuming that these behaviors are random.To help determine leadership styles, Fiedler developed the Least Preferred Coworker (LPC) scale. The scale asks you to describe the coworker you least prefer to work with. The more positively you rate your least preferred coworker on a variety of different criteria, the more relationship-oriented you are.The Expectancy theory states that employee's motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality).

• Question 209:

  Actions that an organization takes to expand market share are examples of?

  A. environmental scanning
  B. corporate strategy
  C. functional objectives
  D. operational efficiencies
  B. corporate strategy

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  Corporate strategies are directly concerned with the results of the environmental scanning, focus on issues of expanding market share; exploiting corporate strengths, addressing weaknesses; utilizing opportunities, and counteracting threats.

• Question 210:

  Ade was a manager who believed most employees were lazy, and were only interested in their paychecks. He assumed that they hated to work, and as a result:

  A. he lets employees determine their own goals.
  B. he allows employees to use independent judgment.
  C. he imposes strict procedures and policies.
  D. he makes extensive use of deputation of authority.
  C. he imposes strict procedures and policies.

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  Theory X managers are likely to believe that employees are lazy, fear-motivated, in need of constant direction and strict procedures. These managers tend to be more present in entry-level jobs where productivity and process are favored over independence or innovation.