SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 211:

  HR can help organizations achieve high performance and increase its bottom line by:

  A. Restructuring and redefining the service provided to employees
  B. Ensuring that employee programs are consistent across departments
  C. Implementing quality assurance program for assessing productivity
  D. Designing a pay program that is aligned with the organization's objectives
  D. Designing a pay program that is aligned with the organization's objectives

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  HR can help organizations achieve high performance and increase its bottom line by designing a pay program that is aligned with the organization's objectives. Aligning HR with business strategy is critical and ensures teams are aligned to help the business achieve its strategic goals.

• Question 212:

  HR is asked to advise on ways to help a development team becomes fully functional as quickly as possible. The team is dispersed geographically and faces very short deadlines. What teambuilding solution would you prioritize?

  A. Face to face socialization meetings
  B. Development of a roles and responsibilities chart
  C. Cross-cultural communications training
  D. Training on stress management
  B. Development of a roles and responsibilities chart

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  The RACI Chart (also known as a role and responsibility chart) is a tool that identifies roles and responsibilities against tasks within a project. It is about mapping these tasks and responsibilities to the different roles. It places the accountability for a task upon either a person or a role. Responsibility charting is a way to ensure that everybody knows what role they play in the organization without assuming that any given task is one person's job or another.

• Question 213:

  How has Corporate Social Responsibility (CSR) approaches evolved in corporations?

  A. They have redefined business strategic goals and missions based on CSR codes.
  B. They create public goodwill and positive community relations for business prominence of the organization
  C. They have mandated employee involvement in CSR initiatives at lower levels.
  D. They are the principal source of global organizations' earnings and financial growth
  A. They have redefined business strategic goals and missions based on CSR codes.

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  CSR approaches have progressed in corporations to redefine business strategy and goals based on CSR principles. Businesses now incorporate social and environmental concerns in corporate strategies as CSR is viewed as a win-win strategy that benefits the company and society.

• Question 214:

  As a strategic complement to the main employee engagement survey, I recommend brief, frequent surveys that focus on a specific issue or are given to specific sections of the employees. The speaker is referring to what type of survey?

  A. pulse
  B. opinion
  C. strategic
  D. productivity
  A. pulse

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  Pulse surveys allow employees to identify issues they're having right now or that deserve immediate attention. This enables HR follow up with immediate action or investigate these further. Pulse surveys are a mechanism for measuring feedback using shorter, more frequent check-ins, and normally focus on a very specific issue or question.HR can send out pulse surveys regularly throughout the year, with minimal hassle. This helps get frequent feedback on very specific topics, and is often compared to doing a quick and simple health check of the company hence the name "pulse".

• Question 215:

  Gaps between actual and desired performance are best identified in which phase of the ADDIE process?

  A. Development
  B. Analysis
  C. Design
  D. Implementation
  B. Analysis

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  Gap analysis involves the comparison of actual performance with potential or desired performance. It is done at the analysis stage of the ADDIE model before the training content is designed and developed.

• Question 216:

  An HR manager decides to test the wide-spread assumption that a decline in the training of research and development staff is directly related to a decline in innovative products. What technique will be most valuable in helping the HR manager visualize the correlation between training and innovation?

  A. Scatter diagram
  B. Pareto chart
  C. Six sigma
  D. Histogram
  A. Scatter diagram

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  A scatter diagram is used to show the relationship between two kinds of data (in this case, training and innovation). A scatter plot is used to determine whether or not two variables have a relationship or correlation.

• Question 217:

  The Derulic organization has deployed a company-wide artificial intelligence software program that is estimated to improve organizational productivity by 65%. What is the most important role for the HR team during the implementation of the technological change initiative?

  A. Communicate to employees on the technological change initiative through surveys, HR analytics and open-door policies
  B. Assume the role of a change agent by aligning and deploying HR strategies and activities as leverage towards achieving organizational goals and meeting employee needs
  C. Implement a systematic and proactive approach in addressing technical and operational deployment of the software program
  D. Strategize with various stakeholders such as executives, vendors and employees on seamless implementation of the program
  B. Assume the role of a change agent by aligning and deploying HR strategies and activities as leverage towards achieving organizational goals and meeting employee needs

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  HR acts a change agent (promotes and enables change) during a change initiative to enable the workforce prepare for, and better adapt to, any changes the organization may experience.

• Question 218:

  What is the key challenge in balancing stakeholder needs in a global organization?

  A. comprehending and gaining insight on the cultural expectations of stakeholders
  B. managing financial reporting structures and compensation incentives
  C. balancing short-term demands of secondary stakeholders with long-term growth
  D. managing competing timelines of different challenging groups
  A. comprehending and gaining insight on the cultural expectations of stakeholders

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  Stakeholder management is the process by which a firm organizes, monitors and improves its relationships with its stakeholders. Global organizations, however, must understand and manage the cultural differences, needs, and expectations of stakeholders from around the globe. Note the term "global" in the question.

• Question 219:

  _________ is a learner-driven, bottom-up approach that enables people to access the information they need when and where it is needed:

  A. push training
  B. centralized training
  C. pull training
  D. design training
  C. pull training

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  Pull training is a learner-driven, bottom-up approach that enables people to access the information they need when and where it is needed. Employees are able to collaborate and make the best use of the training that links them to one another and sources of information. The focus is on performance, collaborating, and providng two-way feedback.

• Question 220:

  Grade 12 of a company's salary structure has a mid-point of $46,500. A full-time employee in grade 8 has a base salary of $45,000. What is the compa-ratio of the employee?

  A. 0.75
  B. 0.85
  C. 0.96
  D. 0.70
  C. 0.96

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  Compa-ratios are used to measure and monitor an individual's actual rate of pay to the midpoint of their pay range. The formula for compa-ratio is current base salary / midpoint of the salary range. $45,000 / $46,500 = 0.96 (or 96% of the midpoint). A compa-ratio of <1.0 indicates that the salary range is less than the midpoint. A compa-ratio of > 1.0 indicates that the salary range is greater than the midpoint. Employers generally rely on three factors for wage setting: minimum, midpoint and maximum. Some employers establish minimum and maximum salary levels at 75 percent and 125 percent of the midpoint, respectively. For example, if the salary range for an executive assistant is $56,000 to $94,000, and the midpoint is $75,000, which means the employee is fully capable of performing all the functions of the job. An employee who hasn't yet met all the performance goals could receive 75 percent of that midpoint, which is $56,250; the maximum level is 125 percent of $75,000, which is $93,750. Red circle is above the maximum and green circle is below the minimum.