SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 261:

  The president of a large company is planning to retire soon. The president has been with the company for 40 years, the longest tenure of any employee in the company, and has been president for the last 10 years. In addition to replacing its top leader, the company is also in the midst of conducting strategic planning for the next three years. The HR director has been placed in charge of overseeing the selection and transition process for the new president and has organized a search committee consisting of external board members. The search committee has identified three internal candidates for the position and must move forward with the process of selecting one to be president.

  Senior leaders at the company have learned of the upcoming transition and the identity of the candidates. What should the HR director do to ensure the senior leaders stay with the company even if their favored candidate is not selected for the job?

  A. Hold town hall meetings with the new president for senior leaders to express their concerns.
  B. Implement a profit-sharing program that applies to all senior leaders.
  C. Allow all senior leaders to have a vote in the final selection decision.
  D. Advise the new president to meet with each senior leader individually.
  A. Hold town hall meetings with the new president for senior leaders to express their concerns.

• Question 262:

  The function of management that facilitates coordination in action, helps in minimizing errors, and judges the accuracy of production and performance standards is called?

  A. Directing
  B. Controlling
  C. Organizing
  D. Planning
  B. Controlling

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  The 5 functions of management are planning, organizing, leading, controlling and staffing. Controlling includes activities that assure that actual performance is in accordance with planned performance. It seeks to measure performance against pre-determined objectives; determine reasons for deviation from the plan; and take appropriate actions to ensure organizational objectives are achieved.

• Question 263:

  Martha has been tasked to engage in an analysis of specific openings that are likely to occur in the future. Which of the following will Martha most likely start with?

  A. A job evaluation of present and future jobs
  B. The positions that have had the highest turnover rate
  C. Leadership positions
  D. A job analysis of all roles in the workforce
  C. Leadership positions

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  Leadership/Top/Key positions have the greatest accountability, complexity, expense and a significant impact when organizational memory is lost therefore, leadership positions are the most crucial roles to analyze, forecast, and prepare to fill in the event of future openings. This is the basis of the strategic nature of succession planning. Note that job evaluation is done to determine the worth of a job in comparison to other jobs in a company, therefore option A is wrong. Note that the question already identifies an "analysis" therefore option D is wrong.

• Question 264:

  An organization will improve its ability to focus on critical business results by:

  A. Outsourcing non- core functions
  B. Improving the organization's Employer Value Proposition
  C. Implementing a flat structure and a comprehensive compensation philosophy
  D. Focus strategic implementation on staff functions
  A. Outsourcing non- core functions

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  An organization will increase its ability to focus on critical business results by outsourcing non- core functions. NOTE: A line function is one that directly advances an organization in its core work. This includes production and sales. A staff function supports the organization with specialized advisory and support functions. For example, human resources, accounting, public relations and the legal department are considered to be staff functions.

• Question 265:

  What are the treaties that eliminate the requirement that an international assignee and the employer participate in two separate social security programs?

  A. Inter-affiliate arrangements
  B. Totalization agreements
  C. Benefit portability
  D. Mutual agreements
  B. Totalization agreements

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  Totalization agreements are international tax treaties that seek to eliminate dual taxation with regards to Social Security and Medicare taxes in the United States.

• Question 266:

  Which is a role of HR as it relates to complying with the International Labor Organization's unfair labor practices?

  A. Remuneration that exceeds the prevailing wage for the occupation.
  B. Offer relevant language courses after work hours at a convenient location.
  C. Reunite migrant workers with dependent children and spouses.
  D. Inform migrant workers in their native language of their rights to equal opportunity.
  D. Inform migrant workers in their native language of their rights to equal opportunity.

• Question 267:

  According to the Immigration Reform and Control Act, what two things must an employer check for when hiring?

  A. Identity and right to work
  B. Equal employment opportunity
  C. Immigrant affirmative action
  D. National origin and work verification
  A. Identity and right to work

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  Form I-9, Employment Eligibility Verification, requirements come out of the Immigration Reform and Control Act of 1986 (IRCA). IRCA prohibits employers from hiring and employing an individual for employment in the U.S. knowing that the individual is not authorized with respect to such employment. This law also prohibits employers from hiring any individual for employment in the U.S. without verifying his or her identity and employment authorization on Form I-9.

• Question 268:

  How do competency models support effective succession planning?

  A. By documenting successors and providing a record of development
  B. By qualifying differences between outstanding and average performers
  C. By ensuring job descriptions match development plans
  D. By identifying senior management role requirements
  D. By identifying senior management role requirements

• Question 269:

  An employee relations manager works in a 400-person call center that is part of a larger 7,000-person organization. The center operates 24 hours a day, 7 days a week. The HR manager received an email from one of the call center employees, who indicated that he feels harassed and needs to speak with someone immediately. The HR manager makes plans to meet with the employee before his evening shift. The employee says that his supervisor treats him differently and is spying on him at work. He

  accuses her of logging onto his computer, making program changes, and sending inappropriate messages to other employees. When the HR manager asks for proof, the employee says that the manager has deleted all evidence of her activities. In addition, he believes that at least six other employees, including the marketing manager, are trying to discredit him. The employee further accuses his supervisor of making sexual advances toward him.

  The HR manager says that she will investigate the charges. Her first step is to speak with the supervisor. The supervisor reports that there have been problems with the employee for some time, as the HR manager can attest from looking at his file. There have been several warnings, but his behavior is becoming more erratic, and other team members do not feel comfortable working with him. The supervisor wants to proceed with termination of the employee. She is concerned that if nothing happens, she will

  start to see high-performing employees leave the organization.

  The HR manager then mentions the accusations of sexual harassment. The supervisor is angry at being accused of harassment, threatens to obtain legal counsel if this investigation proceeds, and yells, "This employee has lost his mind!" as she storms out of the HR manager's office.

  The employee leaves work at the end of his shift, gets into a car accident, and sustains minor injuries. He alerts the HR manager that he will be away from work for two weeks and, as proof, forwards a physician's note. The note accidentally includes a reference to possible mental illness. The employee also states in his email that he believes the supervisor caused the accident.

  How should the HR manager handle the supervisor's outburst?

  A. Follow the supervisor and confront her promptly about her outburst
  B. Arrange to meet with the supervisor at a later time and in private to address her outburst
  C. Dismiss the supervisor's reaction, attributing it to stress
  D. Ask the supervisor's manager to address this behavior with his direct report
  B. Arrange to meet with the supervisor at a later time and in private to address her outburst

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  The best option would be for the HR manager to arrange to meet with the supervisor at a later time and in private to address her outburst.

• Question 270:

  The key difference between the general FMLA leave and the military caregiver FMLA leave is:

  A. requirements pertaining to employer eligibility.
  B. group health insurance coverage requirements.
  C. medical certification requirements.
  D. requirements pertaining to duration.
  D. requirements pertaining to duration.

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  The key difference is the duration. Generally, eligible employees may take up to 12 workweeks of leave during any 12-month period for certain family and medical reasons.For military caregiver leave, the leave duration is extended to up to 26 workweeks of leave during a single 12-month period.