SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 271:

  What structure is in place in a company where the HR department makes all HR policy and strategy decisions and coordinates all HR activities and programs?

  A. decentralized
  B. dedicated
  C. centralized
  D. functional
  C. centralized

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  In the Centralized HR structure, HR strategy, policy, administration and decisions are concentrated in a strong, singular HR department. Policies and practices are the same across business locations, and HR support and administration adopt a "one size fits all" model.

• Question 272:

  An organization is concerned that employees have an unrealistic picture of retirement income security and do not understand the importance of 401(k) plan contributions. What is the best way the organization can help employees improve their preparedness for retirement?

  A. Educate participants about income goal setting.
  B. Offer additional diverse 401(k) plan investment options.
  C. Distribute information about Medicare and Social Security.
  D. Increase income distributions for qualified plans.
  A. Educate participants about income goal setting.

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  It's important to help employees develop a realistic picture of what they are going to need for income security when they retire. Employees often do not fully understand the role of time and savings on their ability to retire. Typically, employees are likely to contribute more to their retirement savings accounts if they are educated about how much money they need to retire and maintain a desired lifestyle.

• Question 273:

  The CEO of an organization wants to implement effective knowledge-sharing practices within the organization. Which action should the HR director take?

  A. Encourage senior leaders in the organization to write a blog about their daily experiences at the workplace.
  B. Implement a knowledge-management website containing details about various policies and procedures.
  C. Create a platform for employees to pose questions and challenges and discuss possible solutions.
  D. Send communication to all employees encouraging them to discuss work experiences with one another.
  C. Create a platform for employees to pose questions and challenges and discuss possible solutions.

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  Establishing an interactive forum where employees can post questions and collaboratively solve problems fosters active, peer-to-peer knowledge sharing rather than relying on static content or top-down messaging.

• Question 274:

  A corporation has a goal of automating its recruitment process. To achieve this, each process needs to be visualized, steps need to be determined and sequenced, and after this, proceed to design a workflow. This is most likely an example of?

  A. Gantt charting
  B. Projected structuring
  C. Scatter diagram
  D. Process mapping
  D. Process mapping

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  A process map is a planning and management tool that visually describes the flow of work. Process mapping or process flow mapping is used to visually demonstrate all the steps and decisions in a particular process. A process map or flowchart describes the flow of materials and information, displays the tasks associated with a process, shows the decisions that need to be made along the chain and shows the essential relationships between the process steps

• Question 275:

  A major deficiency of most performance appraisal systems in developing employees is the lack of:

  A. Supervisory training on how to assign performance ratings.
  B. Consistent and fair rating of all employees
  C. Action planning and follow-up based on performance ratings.
  D. Behavior-based rating factors in the appraisal system.
  C. Action planning and follow-up based on performance ratings.

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  Performance appraisals are used primarily as a means of documenting employee performance and allocating bonuses. Although many performance appraisal methods include developmental goals for the following year, these goals are only for record-keeping rather than as a tool to guide future planning and feedback discussions

• Question 276:

  Which of the following HR metrics is an indicator of productivity?

  A. Revenue per employee
  B. Performance and potential (the 9-box grid)
  C. Cost per hire
  D. Ratio of HR professionals to employees
  A. Revenue per employee

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  Revenue per employee is calculated as an organization's total revenue divided by its current number of employees. It is an indicator of productivity of company's personnel, how efficiently a company is utilizing its human resources, and a measure of performance of the human resources of a company.Option B refers to the 9-box grid which is used when measuring an individual's performance and potential in three levels. The grid shows which employees are under-performers, valued specialists, emerging potentials.Option C is an indicator of the cost efficiency of the recruitment process.Option D is another measure of HR's cost efficiency.

• Question 277:

  A project leader asks HR for help with managing the team aspects of a challenging project. The team was tasked with prototyping a new consumer electronics product. Due to various supplier problems, the team has missed several milestones. To meet the deadline, another team has been diverted from its less critical project and added to the delayed project. The project leader needs things to go as smoothly as possible with this new merged team so that no more time is lost. What should HR focus on?

  A. Using a RACI matrix to define new team roles and responsibilities
  B. Analyzing team processes to identify inefficiencies and conflicts
  C. Creating a process for qualifying new suppliers
  D. Scheduling meetings to discuss the project's goals and the organization's values
  A. Using a RACI matrix to define new team roles and responsibilities

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  Because time is short, the new and old team members need to know their roles and responsibilities. A RACI matrix can be completed in one meeting. Since both project teams are working in the same organization and on similar projects, they probably already appreciate the project's goal and the organization's mission and values. Qualifying new suppliers will not improve the integration of the teams. There is no suggestion that the project's problems were caused by internal processes that could be reengineered. RACI is an acronym that stands for responsible, accountable, consulted and informed. A RACI chart is a matrix of all the activities or decision-making authorities undertaken in an organization set against all the people or roles.

• Question 278:

  Sid is a manager of a cross-functional team in a non-profit environmental agency. He is described as a manager with a strong commitment to corporate social responsibility and prioritizing building an ethical culture. Sid generally fits which description?

  A. He ensures compliance and adherence with environmental and sustainability laws.
  B. He practices trust-building behaviors through communication and consistency.
  C. He employs a laissez-faire management style where employees can apply their expertise.
  D. He ensures that supplier and vendor contractual obligations are met.
  C. He employs a laissez-faire management style where employees can apply their expertise.

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  Trust building helps each member know that they are working with members who share their goals and commitment to their project. Without this trust, a business team will become ineffective and may be unable to complete their tasks. Trust- building behaviors include follow-through, consistency, communication, and clarity on values.

• Question 279:

  Which of the following is not a trend in the composition of the workforce?

  A. labor pool whose members are hired on an on-demand basis
  B. outsourcing of noncore functions
  C. workforce has been growing older as the baby-boom generation ages
  D. an increase in traditional pension plans
  D. an increase in traditional pension plans

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  Over time, there has been a major shift in retirement plan schemes offered by privatesector employers, from the traditional defined-benefit plan (DB plan) to the more contemporary defined-contribution plan (DC plan). Traditional DB plans, also referred to as pensions, typically provide a guaranteed monthly income to employees when they retire and place the burden of funding and choosing investments on the employer. DC plans, such as a 401(k), are primarily funded by employees who pick investments and, as a result, end up taking on investment risk. Option A refers to a contingent workforce such as freelancers and independent contractors.

• Question 280:

  The least likely to be outsourced of the following HR activities is?

  A. Employee relations
  B. Learning and development
  C. Recruitment and onboarding
  D. Retirement benefits
  A. Employee relations

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  Of all the options, employee relations is the least likely to be outsourced as it requires direct communication between employer and employee to foster a collaborative relationship and engender an engaged workforce.