SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 341:

  Which benefit is most advantageous when considering a best-of-breed solution compared to an integrated solution?

  A. There is a shorter learning curves for staff because of its specificity
  B. Creates customized solutions for different functional areas
  C. It is more cost-effective than integrated solutions
  D. Provides greater ease of use in data analytics and management
  B. Creates customized solutions for different functional areas

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  Creating customized solutions for different functional areas is a key benefit of the best-of-breed solution. A best-of-breed Human Capital Management (HCM) solution strategy is to acquire and deploy systems offering the best possible capabilities in only one specific HCM functional area e.g. recruitment. On the other hand, a Unified or Integrated HCM solution strategy is one involving an end-to-end suite designed to manage the entire life cycle of an employee within one integrated system - it provides a single system of record for all human capital management needs on a solitary platform. Best-of-breed solutions offer expertise in a core HR area, offer customized solutions and greater functional capabilities that address a specific HR functional area.

• Question 342:

  Economies of scale:

  A. cost advantage experienced by a firm when it increases its level of output
  B. factors that allow the productive entity to generate more sales or superior margins compared to its market rivals
  C. the simultaneous pursuit of differentiation and low cost to open up a new market space and create new demand
  D. represents the percentage of an industry that is earned by a particular company over a specified time period
  A. cost advantage experienced by a firm when it increases its level of output

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  Economies of scale are achieved when a firm reduces its average cost of production as it produces more. It is a proportionate saving in costs gained by an increased level of production.

• Question 343:

  A management team has identified risks that may impede the company from reaching its corporate objectives. What is the next step in the enterprise risk management process?

  A. Analyze risks and potential impacts to the company and how each should be addressed.
  B. Monitor enterprise risk management issues and modify them as necessary.
  C. Establish and implement policies and procedures to carry out risk responses.
  D. Identify internal and external events that could affect the company achieving its goals.
  A. Analyze risks and potential impacts to the company and how each should be addressed.

• Question 344:

  What design structure allows an organization to capitalize on existing expertise across different departments as opposed to seeking external skilled resources?

  A. Functional
  B. Divisional
  C. Matrix
  D. Hollow
  C. Matrix

• Question 345:

  At a company with over 1,000 employees, the HR director discovers that questions being asked during job interviews are unstandardized and illegal in that country. Even though the HR team has posted a list of prohibited interview questions, employees ranging from first-line supervisors to the CEO still engage in this interview behavior, putting the organization at risk for lawsuits. In some cases, interviewers have asked if candidates have children because they believe that employees who are parents are less

  efficient at their jobs. The HR director instructs the HR team to remind employees, including senior leaders, that certain interview questions are prohibited and should be irrelevant to evaluating candidates ' qualifications.

  However, employees continue to break interview protocol and ask candidates illegal questions.

  The HR director receives a complaint from a new employee who feels excluded by co-workers due to having children. How should the HR director resolve this conflict?

  A. Suggest to senior leaders that the company's policies be revised to promote inclusion.
  B. Send a companywide memo to emphasize the importance of inclusion.
  C. Facilitate a meeting between the employee and supervisor to address the complaint.
  D. Share information with the employee about the resources HR can provide to employees with children.
  C. Facilitate a meeting between the employee and supervisor to address the complaint.

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  Facilitating a meeting between the employee and their supervisor allows both parties to discuss the exclusion concerns directly, fosters mutual understanding, and enables HR to guide a constructive resolution in line with company inclusion policies.

• Question 346:

  An oil and gas company that operates globally signs an agreement to shift the operations part of the business to another organization. As a result, the company must lay off several employees. Some of the employees that must be laid off are working at headquarters while others are currently assigned to another country to support operations in the field. An HR director is tasked with developing a plan for communicating and executing the layoffs.

  Several employees are working on a critical assignment in another country, and senior leadership orders that they be notified immediately that they will be laid off. However, the site manager feels this will prevent the work from being completed and refuses to tell them. What should the HR director do?

  A. Warn the site manager of the consequences of not complying with a direct order from senior leadership.
  B. Schedule a video conference meeting with the employees to communicate the layoffs personally.
  C. Explain to the site manager that employees should be told now before they hear about the layoffs from others.
  D. Insist that the site manager develop a solution for completing the work despite the layoffs.
  B. Schedule a video conference meeting with the employees to communicate the layoffs personally.

• Question 347:

  An organization requires a high school diploma for a technician role. During a validity test of this employment requirement, it was decided that the job can be done proficiently by employees who do not have a diploma. The requirement will most likely result in;

  A. Disparate treatment
  B. Disparate Impact
  C. Poor reliability outcomes
  D. Failure of selection guidelines
  B. Disparate Impact

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  Disparate impact occurs when employment processes seem neutral but result in adverse impact on members of protected classes. It is unintentional discrimination against members of a protected class.

• Question 348:

  Echelon global services has put together a global task force to modify and improve the corporation's recruitment and placement outcomes across 27 countries within which it operates. However, the global cross-functional task force is seven moths behind schedule on its project. Team members from various countries, functions and disciplines are finding it hard to understand one another's perspectives or what should take precedence. Which component of emotional intelligence can best help the cross-functional team leader understand the root problem?

  A. motivation
  B. self-awareness
  C. empathy
  D. social skills
  C. empathy

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  According to Daniel Goleman, emotional intelligence has five key elements to it:Empathy - Having empathy is critical to managing a successful team or organization. Leaders with empathy have the ability to put themselves in someone else's situation. They help develop the people on their team, challenge others who are acting unfairly, give constructive feedback, and listen to those who need it.Self- awareness - Being self-aware means having a clear picture of one's strengths and weaknesses , and it means behaving with humility .Self-regulation - Leaders who regulate themselves effectively rarely verbally attack others, make rushed or emotional decisions, stereotype people, or compromise their values.Motivation

  - Self-motivated leaders work consistently toward their goals, and they have extremely high standards for the quality of their work.Social skills - Leaders who do well in the social skills element of emotional intelligence are great communicators. They're just as open to hearing bad news as good news, and they're expert at getting their team to support them and be excited about a new mission or project.

• Question 349:

  What developmental activities can best help individuals understand their leadership behaviors?

  A. In-basket exercise
  B. Career development inventory
  C. Work style assessment
  D. Team building activity
  C. Work style assessment

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  A workstyle assessment is an overarching assessment of an employee's work personality - ability to work with others, attitude, and work ethic, among other traits.During an in-basket exercise, job applicants receive a number of mails, telephone calls, documents and memos - they then have a limited period of time to set priorities and organize their working schedule.

• Question 350:

  The Six organization is currently in an acquisition process of a competitor. Which of the following is an unlikely reason for the Six organization to acquire another company?

  A. Achieving economies of scale
  B. Protecting market share
  C. Leverage compliance levels
  D. Vertical integration
  C. Leverage compliance levels

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  Mergers and Acquisitions (MandA) are strategic and include motives such as re-inventing the company, increasing or protecting market share, accessing new markets, acquiring new products or services, gaining access to resources and capabilities, vertical or horizontal integration and achieving economies of scale. Compliance relates to conforming to a regulation, and is not a core motive behind MandA.