SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 241:

  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.

  The HR director discovers that many employees lost trust in HR after an HR manager read sensitive emails from employees out loud during a company meeting. How should the HR director address this?

  A. Meet with the HR manager to discuss the effects of these actions on employee morale.
  B. Mentor the HR manager about effective communication techniques.
  C. Issue a companywide statement that describes the company's privacy practices.
  D. Document a formal warning in the HR manager's personnel file.
  A. Meet with the HR manager to discuss the effects of these actions on employee morale.

• Question 242:

  Which should a new HR director do to compare the value and price of jobs within the firm and retain skilled workers in a competitive environment?

  A. Job analysis
  B. Job specification
  C. Job evaluation
  D. Job description
  C. Job evaluation

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  Job evaluation systematically assesses and ranks jobs by their relative value, enabling the HR director to set competitive pricing and retain key talent.

• Question 243:

  The HR Manager presents paper A stating that factors that can influence change include employee engagement rate, reduction in absenteeism, and applications for unemployment insurance. Paper B states that factors that can only record what has happened include turnover rate, training costs, and number of fatalities. Paper A reflects ____________ while Paper B reflects _____________ .

  A. Lagging indicators; Leading indicators
  B. Leading indicators; Lagging indicators
  C. Financial indicators; Demographic indicators
  D. ROI analysis; Cost-benefit analysis
  B. Leading indicators; Lagging indicators

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  A leading indicator refers to future developments and causes. These type of indicators precede an event. For example, productivity is a leading KPI for labor cost. A lagging indicator refers to past developments and effects. This reflects the past outcomes of KPIs. If productivity is a leading HR KPI for labor cost, sickness rate would be a lagging KPI. An alternative lagging KPI would be the labor cost per employee. Lagging indicators are typically "output" oriented, easy to measure but hard to improve or

  influence while leading indicators are typically input oriented, hard to measure and easy to influence. A leading indicator is a predictive measurement, for example; the percentage of people wearing hard hats on a building site is a leading safety indicator. A lagging indicator is an output measurement, for example; the number of accidents on a building site is a lagging safety indicator. A leading indicator looks forward at future outcomes and events.

  A lagging indicator looks back at whether the intended result was achieved.

  They reveal trends but can't predict them.

• Question 244:

  To conduct a wage and salary survey, a job evaluator must:

  A. create a completely objective survey
  B. ignore geographic boundaries in order to benchmark jobs completely
  C. define the relevant labor market
  D. hire a consulting firm to do the actual survey
  C. define the relevant labor market

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  A wage and salary survey involves defining the relevant labor market note that a survey is different from a job evaluation of the jobs in a company. A salary survey generally contains data about wages internally and majorly externally. Wage surveys may compare employee wages inter-departmentally, by company or organization, by job title or position, or earnings for workers in different geographic regions. HR experts use survey data for building salary structures, or to determine if employees are receiving fair and competitive wages. On the other hand, a job evaluation is a systematic way of determining the value/worth of a job in relation to other jobs in an organization (internal). It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure.

• Question 245:

  Which of the following HR structures can isolate Headquarters HR from the business realities perceived by all employees?

  A. decentralized
  B. shared services
  C. functional
  D. dedicated
  C. functional

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  A key disadvantage of the functional HR structure is that the Headquarters HR designs policies for business units from which it is isolated. Corporate HR, in drafting policies and practices, is often unaware of the local and business realities which are prevalent in the various business units, divisions, and locations.

• Question 246:

  Which of the following options states how the Patient Protection and Affordable Care Act (PPACA) amended the Consolidated Omnibus Budget Reconciliation Act (COBRA)?

  A. Increased the qualifying events that may permit 36 months of coverage
  B. Extended the eligibility time period for employee COBRA applications
  C. Increased the list of who is considered a qualified dependent
  D. Required coverage of an employee's adult children up to age 26.
  D. Required coverage of an employee's adult children up to age 26.

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  Under PPACA (also called the Affordable Care Act), plans that offer coverage to children on their parents' plan must make the coverage available until the adult child reaches the age of 26. What You Need To Know about COBRA: COBRA requires temporary health continuation coverage to be offered to covered employees, their spouses, their former spouses, and their dependent children when group health coverage would otherwise be lost due to certain specific events. These qualifying events include the death of a covered employee, termination or reduction in the hours of a covered employee's employment (for reasons other than gross misconduct,) divorce or legal separation from a covered employee, a covered employee's becoming entitled to Medicare, and a child's loss of dependent status (and therefore coverage) under the plan. COBRA generally applies to all group health plans by private-sector employers with at least 20 employees or by state and local governments. It does not apply to plans sponsored by the Federal Government. Qualified individuals may be required to pay the entire premium for coverage up to 102% of the cost to the plan. COBRA and HIPAA are amendments to ERISA.

• Question 247:

  What organizational outcome occurs when an organization shifts its corporate social responsibility (CSR) commitment from a philanthropic viewpoint to a shared value viewpoint?

  A. Stock prices and shareholder return on investment both increase as a result.
  B. Any at-fault mindset hindering employee performance disappears.
  C. Stakeholders believe more value per dollar invested is attained.
  D. The organization integrates business goals with CSR efforts.
  D. The organization integrates business goals with CSR efforts.

• Question 248:

  ____________ states that an organization operates within a complex environment that is affected by and affecting different interests?

  A. Shareholder theory
  B. Resource-based theory
  C. Stakeholder theory
  D. Positioning theory
  C. Stakeholder theory

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  Stakeholder theory is a view of capitalism that stresses the interconnected relationships between a business and its customers, suppliers, employees, investors, communities and others who have a stake in the organization. The theory states that a firm should create value for all stakeholders - not just shareholders. Shareholder theory is the view that the only duty of a corporation is to maximize the profits accruing to its shareholders.

• Question 249:

  An organization is concerned about vacancies in managerial technical positions that have lengthy learning curves. Local talent is scarce and attempts to recruit and onboard new hires to fill past vacancies were both expensive and time- consuming. What process could help mitigate this situation?

  A. Telecommuting
  B. Performance management
  C. Succession planning
  D. Social media
  C. Succession planning

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  Succession planning can help identify knowledge and skills employees will need to function well in these positions. Developing systems to transfer that knowledge and shorten learning curves can be of great value and benefit to the organization.

• Question 250:

  Points scoring, challenges, leaderboards, rules and rewards characterize which employee engagement technology?

  A. Total Quality Management
  B. Blended learning
  C. Gamification
  D. Vestibule and simulated learning
  C. Gamification

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  Gamification is a growing trend in employee engagement that uses a digital environment where the employee plays a game that offers points, status, and rewards as they improve the skills and objectives the company is trying to meet. It can make employees more engaged and productive in a fun, easy, and accessible way.