SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 361:

  These programs focus on expertise sharing and reducing organizational understanding loss due to attrition.

  A. Knowledge management programs
  B. Job shadowing programs
  C. Mentorship and learning programs
  D. Employee resource groups
  A. Knowledge management programs

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  Knowledge management is the process of creating, sharing, using and managing the knowledge and information of an organization. It refers to a multidisciplinary approach to achieve organizational objectives by making the best use of knowledge. The main goal of knowledge management is to improve an organization's efficiency and save knowledge within the company.

• Question 362:

  Determining future needs is:

  A. Tactical
  B. Strategic
  C. Operational
  D. Gap analysis
  B. Strategic

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  A strategic plan is a vision of an organization's future and the basic steps required to achieve that future.

• Question 363:

  In Human capital management, productivity measures typically refers to:

  A. Yield per business unit
  B. Direct and indirect costs per department
  C. Revenue per organization
  D. Output per employee
  D. Output per employee

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  In Human capital management, productivity measures typically refers to output per employee. Human Capital Management, or HCM, is the effective acquisition, employment, and development of a company's employees through strategic and tactical practices in order to maximize their economic value.

• Question 364:

  Which is an example of developing a supportive HR strategy for effectively and efficiently managing a global workforce to achieve organizational goals and objectives?

  A. Establishing geographic centers of excellence
  B. Developing offshoring practices
  C. Assessing employee and family readiness
  D. Using rental subsidies
  C. Assessing employee and family readiness

• Question 365:

  When Bharathi applied for the job of consumer research analyst with a conglomerate, she participated in all the testing the organization used in its selection process. She scored low in her personal interview but scored high on her mathematical abilities and cognitive reasoning tests. She was hired by the organization even though she did poorly in one of its selection processes because the company used a ___________ approach in synthesizing applicant test results and choosing its new employees.

  A. Combined
  B. multiple-hurdle
  C. compensatory
  D. multiple cutoff
  C. compensatory

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  In the compensatory model, the test is administered to applicants, no cutoffs are used, and applicants can compensate for poor performance on some tests by doing exceptionally well on other tests. In a multiple hurdle approach, the applicant must pass a step in the selection process to progress to the next step. Failure at any step disqualifies the applicant from further consideration. In the multiple cutoff approach, an applicant for a job must meet a minimum score on each of several selection instruments in order to be hired. Unlike the multiple hurdle model of selection, the multiple cutoff procedure does not require applicants to take and pass the selection instruments in any particular order.

• Question 366:

  Which HR strategy should have the greatest impact on promoting a culture that embraces corporate social responsibility (CSR) and corporate philanthropy?

  A. Incorporate CSR concepts into learning and development programs.
  B. Use CSR initiatives to recruit, develop, engage, and retain employees.
  C. Build a strong partnership with corporate CSR leaders to make HR's efforts more visible.
  D. Conduct a survey on employee views of CSR and specifically target corporate philanthropy.
  B. Use CSR initiatives to recruit, develop, engage, and retain employees.

• Question 367:

  The Premium organization has decided to include diversity and inclusion as a strategic initiative. In what way would this decision most likely affect its vendor and supplier relations or management?

  A. Vendors and suppliers that do not have a diversity and inclusion process should be required to institute one or be replaced by suppliers that do
  B. Vendors and suppliers that are owned by minorities and women will be chosen exclusively for business contracts
  C. The organization can build diversity and inclusion prerequisites into the vendor and supplier selection process
  D. Diversity and inclusion requirements have no bearing on vendor and supplier selection or management.
  C. The organization can build diversity and inclusion prerequisites into the vendor and supplier selection process

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  A vital part of any organization's diversity program is to ensure that it promotes diversity outside of the company in addition to its internal practices. This can be done by building diversity requirements in the selection for vendors and suppliers.

• Question 368:

  The executive team is divided on whether the company should merge with a competitor . This has created a division in leadership that has become intractable. The Board of Directors (BOD) have decided that the effective way to resolve the several conflicts in leadership is to focus on separating the people from the problem, separating the core issues from the overlaying issues, resolve the overlaying issues and then focus on resolving the core issue that will be resolved by alternative solutions. What form of alternative dispute resolution has the BOD decided on?

  A. Constructive confrontation
  B. Peer review panel
  C. Arbitration
  D. Mediation
  A. Constructive confrontation

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  Constructive confrontation is a type of mediation that focuses on resolving organizational conflicts by separating the core issues from the overlaying issues. The overlaying issues are resolved first so as to clarify the core issues and then proceed to resolve objectively and easily resolve the core causes of the conflicts.

• Question 369:

  Crow feet Inc has decided to build, buy, but not borrow the talent necessary to achieve its organizational objectives? this is part of which of the following analyses?

  A. Budgeting
  B. Human capital projecting
  C. Cost-benefit analysis
  D. Return on investment
  B. Human capital projecting

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  Human capital projecting seeks to bridge the gap between desired outcomes and existing talent. It includes factors that address the deficiencies, such as the skillset of the existing workforce, cost of implementing development plans, and whether to invest in the existing workforce (build); or purchase the talent from the external labor market (buy).

• Question 370:

  Diversity programs and affirmative action plans are both functions of:

  A. the unwarranted intrusion of external forces into the internal functioning of the organization
  B. unionized workplaces as opposed to non-unionized workplaces
  C. Recruitment and HR management information systems
  D. compliance with equal employment opportunity laws and regulations.
  D. compliance with equal employment opportunity laws and regulations.

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  Affirmative action programs encompass more than outreach and recruitment, and include efforts to prevent discrimination by eliminating barriers to equal employment opportunity. In the United States, this enables organizations comply with equal employment opportunity laws and regulations.