SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 301:

  This type of HR audit focuses on the strengths and weaknesses of systems and processes to determine whether they align with HR functional goals and the overall organizational plan:

  A. strategic audit
  B. best practice audit
  C. compliance audit
  D. benchmark audit
  A. strategic audit

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  The Strategic audit is a type of HR audit that focuses on the strengths and weaknesses of systems and processes to determine whether they align with HR functional goals and the overall organizational plan.The organizational strategy is the sum of the actions a company intends to take to achieve long- term goals. When HR is involved in helping the company achieve its long-term goals, it is engaged in strategic HR.

• Question 302:

  According to the Genetic Information Nondiscrimination Act___________?

  A. an employer is legally culpable if genetic information is obtained inadvertently
  B. employers who self-insure coverage can use genetic information to screen out employees for health benefits under the safe harbor rule
  C. an employer may use genetic information to make an employment decision if it is relevant to an individual's current ability to work
  D. it is not illegal if an employer obtains genetic information accidentally or pursuant to the FMLA
  D. it is not illegal if an employer obtains genetic information accidentally or pursuant to the FMLA

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  Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits the use of genetic information in making employment decisions. An employer may not use genetic information to make an employment decision because genetic information is not relevant to an individual's current ability to work. It is also unlawful for employers to request, require, or purchase an applicant's or employee's genetic information. There are a few exceptions to this rule, such as: when an employer gets genetic information inadvertently or pursuant to the FMLA; when an employee receives voluntary health or genetic services that an employer offers; or when an employer acquires genetic information from sources that are "commercially and publicly available," like newspapers, books, and public websites. An employer must keep any genetic information it does acquire about an applicant or employee confidential.

• Question 303:

  The executive leadership team at a global IT company with over 300,000 employees in 140 countries decides they want more information about the state of the talent at the organization. They are concerned that they do not have enough insight about the talent pool across the organization. This has prevented HR from identifying and planning for retention risks and has caused delays in filling critical positions. Additionally, leaders across the organization lack an effective way to identify the best staff for their teams and must rely on recommendations from others. The VP of HR is asked to identify a talent management software solution and oversee its companywide implementation.

  After the talent management software is implemented which action should the VP of HR take to assess whether it is helping leaders identify needed talent?

  A. Administer a survey to all leaders asking about their perceptions of the new talent management software.
  B. Ask the talent management team if the workload has changed since implementing the software.
  C. Send an email to all users asking them to share success stories of how the software helped them identify talent.
  D. Meet with leaders to ask how the software has changed their ability to identify the best performers.
  D. Meet with leaders to ask how the software has changed their ability to identify the best performers.

• Question 304:

  An organization manages employee benefits at its headquarters while it manages talent acquisition at regional offices. What is this organization's HR structure?

  A. Decentralized
  B. Centralized
  C. Outsourced
  D. Matrix
  D. Matrix

• Question 305:

  Ann is the head of a team in her unit. Her task is to create short-term goals for her team. Which of the following is not an example of a short-term goal?

  A. Tactical goals
  B. Action plans
  C. SMARTER goals
  D. Step-by-step instructions
  C. SMARTER goals

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  SMART goals are an example of how both short- and long-term goals can be written to increase effectiveness. Short-term goals are the result of strategy implementation and define the action items that need to occur in the execution of the strategic plan. The action plan breaks down the tactical goals into steps that can be taken by a team to accomplish the goal.S.M.A.R.T. goals are goals that are specific, meaningful, achievable, relevant, and time-bound - but, S.M.A.R.T.E.R. goal setting takes this two steps further, forcing you to evaluate and readjust your approach.

• Question 306:

  The HR planning process begins with:

  A. Analyzing the internal inventory of HR capabilities
  B. Forecasting the relationship between supply and demand for human resources
  C. Scanning the external environment for changes affecting the labor supply
  D. Analyzing the organizational objectives and strategies
  D. Analyzing the organizational objectives and strategies

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  The following are the general steps in the HR planning process; Analyzing Organizational Objectives, Inventory of Present Human Resources, forecasting Demand and Supply of Human Resource; Estimating Manpower Gaps, Formulating the Human Resource Action Plan, Monitoring, Control and Feedback.Begin with the Organization's strategy, then supply analysis, then demand analysis, gap analysis, and solution analysis.

• Question 307:

  Which should be the main focus for managers actively engaged in creating shared value?

  A. Identifying the strength of company brand awareness
  B. Identifying areas of social positive impact and increased profits
  C. Recruiting external community stakeholders
  D. Recruiting champions from within the organization
  B. Identifying areas of social positive impact and increased profits

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  Focusing on initiatives that generate both social benefits and economic returns aligns business success with community well-being, embodying the shared-value approach.

• Question 308:

  A grant-funded organization, which provides education and training on health care safety and quality initiatives, has a national reputation for effectiveness and has helped create subsidiaries in other jurisdictions. The organization's senior VP of operations reports to the CEO for programmatic matters and to the director of corporate field engagement for internal staff management and coordination of education and training programs. The director was promoted from the senior VP's position six months prior after spending 10 years in the senior VP role. Although the organization has continued to grow programmatically and in grant funding under the new senior VP's leadership, employee morale has decreased while turnover and time-to-hire have increased. The director emails the organization's HR manager claiming that the senior VP has begun avoiding meetings with the director and only provides notification of changes and developments after decisions have been made. The email also states the director recognizes the senior VP is a highly qualified technical expert but believes employees are not receiving the management support they need to be effective.

  The director's email states the senior VP expressed dissatisfaction with the dual reporting relationship, but the director and CEO believe the reporting relationship is important. Which action should the HR manager take to determine if the senior VP's discontent is due to professional competitiveness or an operational issue?

  A. Suggest other reporting methods that may be more appropriate for the circumstances.
  B. Discuss the current pros and cons of dual reporting with the director and the CEO.
  C. Schedule a meeting with the senior VP to identify any issues with current reporting practices.
  D. Ascertain the reason for the dual reporting to the director and the CEO.
  C. Schedule a meeting with the senior VP to identify any issues with current reporting practices.

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  Meeting directly with the senior VP to explore concerns about the dual reporting arrangement enables the HR manager to distinguish whether the dissatisfaction stems from competitive tensions or genuine operational challenges before proposing alternatives.

• Question 309:

  A company experienced a high degree of turnover during the past year. The hiring manager says that the applicant pool has been weak lately and they have had trouble finding qualified candidates to hire from within the pool which HR provides. HR has relied heavily on recruiting by word of mouth, which in the past has generated applicants that fit the company's culture. The award for referrals that result in hiring has also been popular with employees. What would be the most effective step to avoid unwanted turnover in the future?

  A. Develop and administer an employee satisfaction survey that solicits candid feedback about employee perceptions
  B. Schedule meetings with senior managers to discuss the impact turnover has had on the business and create a strategy to prevent future turnover
  C. Implement team building activities to foster a collaborative work environment
  D. Conduct stay interviews with senior leaders about why they think turnover at the organization is so high.
  A. Develop and administer an employee satisfaction survey that solicits candid feedback about employee perceptions

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  The most effective step to avoid unwanted turnover in the future would be to develop and administer an employee satisfaction survey that solicits candid feedback about employee perceptions on the company and its management.Stay interviews are also known as "pre-exit interviews" help an employer understand why employees stay, so any threats to their long-term tenure with the organization can be effectively resolved. However, conducting stay interviews with senior leaders in this scenario is not the accurate answer to the question.

• Question 310:

  Which payment system disrupts the standard payroll cycle?

  A. Flexible earned wage access
  B. Pay advance programs
  C. Adaptable work arrangements
  D. Retirement account loan programs
  A. Flexible earned wage access