SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 371:

  Threat of substitute products comes from:

  A. other companies in the same industry.
  B. foreign companies which can use cheap labor in their countries.
  C. firms in other industries that produce products or services that satisfy the same, or similar, customer need.
  D. all of the above.
  C. firms in other industries that produce products or services that satisfy the same, or similar, customer need.

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  Threat of substitute products comes from firms in other industries that produce products or services that satisfy the same, or similar, customer need.

• Question 372:

  Katherine has recently been employed by a public transportation agency as the Total Rewards Manager. In a compensation review, she determines that there is an inconsistency between the agency's compensation philosophy, policies and procedures and the regulations of the state the agency is located in. Which is the accurate first step the HR manager should take?

  A. Investigate and adopt the regulation that is most beneficial to the employee.
  B. Research and implement the most advantageous standard to the agency's compensation policy.
  C. Stay current on workplace posting prerequisites, and regularly review and update employee handbooks.
  D. Present to executive leadership a business case on best-practices in pay equity and compensation compliance.
  A. Investigate and adopt the regulation that is most beneficial to the employee.

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  Federal wage and hour laws, pay equity laws, and state laws all have their place in compensation practices around the United States. In the case that federal and state laws differ, the U.S. Department of Labor states that employers and employees are to follow the law that provides the highest standard of protection to employees and the strictest standard for employers. Note that the question states "first step".For example, if a state or city has a $15 minimum wage while the federal minimum is $7.50, an employer, in that case, would be obligated to pay the $15. However, in a state where the minimum wage is lower than what the federal government requires, an employer would be obligated to follow the federal law and pay the higher wage.

• Question 373:

  A top HR leader wants to build an HR team that significantly exceeds expectations. The leader creates a coaching plan to meet this goal that focuses on the strengths, capabilities, and individual potential of each employee. What leadership style is characterized by this leader's approach?

  A. Positive
  B. Laissez-faire
  C. Democratic
  D. Bureaucratic
  A. Positive

• Question 374:

  ____________ kind of culture focuses on intangibles like beliefs, attitudes, and values?

  A. bureaucratic
  B. implicit
  C. clan
  D. explicit
  B. implicit

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  The implicit characteristics of a culture are the underlying values, the unwritten norms of behavior that guide people regarding which behaviors are considered appropriate or inappropriate. These are subconscious customs, moral values, learning processes, and beliefs. It is also called "backstage" culture while explicit culture is "frontstage" culture.Edgar Schein's Model of Organizational Culture Artifacts - Visible organizational structures and processes e.g. Architecture, furniture, dress code, office jokes. Espoused values - the organization's stated values and rules of behavior, e.g. mission, vision, values.Basic Assumptions - Unconscious, underlying, invisible, beliefs that are the ultimate sources of values. It is deeply embedded, taken-for-granted behaviors which constitute the essence of culture e.g. For example, an organization may espouse that remote working is a great thing while employees may have underlying beliefs that you need to be physically present at work to be recognized by executives

• Question 375:

  Which is an example of a risk management strategy of mitigation?

  A. A company investigates a claim and decides to discharge a manager suspected of sexual harassment.
  B. A company purchases ransom and recovery insurance policies for all of its global assignees.
  C. Senior management decides that it will tolerate a certain amount of risk incurred from pilferage
  D. Department leaders are directed to train at least two employees to perform critical leadership tasks.
  D. Department leaders are directed to train at least two employees to perform critical leadership tasks.

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  Training employees to perform critical leadership tasks does not prevent the risk of a leader being unavailable, but it does lessen the possible impact by having subordinates ready to continue essential processes. Tolerating a risk applies a risk acceptance strategy, and insurance reflects risk sharing. Discharging the manager prevents future incidents by removing the cause (the manager). Mitigation - the action of reducing the severity, seriousness, or painfulness of something.

• Question 376:

  Countries like Sweden and Norway that stress caring and nurturing behaviors, environmental awareness, and quality of life operate:

  A. a high context culture
  B. a high feminine culture
  C. a low power distance culture
  D. as Organization for Economic Co-operation and Development (OECD) countries
  B. a high feminine culture

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  Femininity is the trait which stresses caring and nurturing behaviors, sexuality equality, environmental awareness, etc.High-context cultures are those that communicate in ways that are implicit and rely heavily on context.Low-context cultures rely on explicit verbal communication.Low Power-Distance cultures are more democratic and apply consultative relations in expecting and accepting power. There is relatively low inequality of power distributed among the people.

• Question 377:

  Workers productivity has improved by 30% since the Secure Tech company implemented a computer- based system that provides on-the-job access to integrated information such as reference guides, guidance, assistance, and learning experiences. This system is most likely a/an?

  A. Electronic performance support system
  B. Human resource information system
  C. Programmed instruction
  D. Learning Management system
  A. Electronic performance support system

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  Electronic performance support system is an integrated computer-based system that provides immediate, on-the-job, individualized on-line access to a full range of information, guidance, assistance, tools, and assessment to ensure job performance with minimal support and intervention by others. An LMS, on the other hand, is a platform that allows companies to create, coordinate, and monitor online learning activities.

• Question 378:

  In a bid to reduce bias and subjectivity, the Terse company has switched to a 360-degree feedback system. Which is an advantage of using a 360-degree evaluation?

  A. It identifies employee developmental opportunities from the performance appraisal process.
  B. It improves team collaboration and objectivity as raters undergo training before using this system.
  C. It increases the perspectives of performance feedback provided to an employee.
  D. It increases employer accountability to ensure pay/promotion decisions are based on job-related criteria.
  C. It increases the perspectives of performance feedback provided to an employee.

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  A 360-degree feedback involves performance appraisal process in which feedback is obtained from the boss, subordinates, peers and coworkers, and the employees themselves.The major advantage of the 360-degree appraisal technique is that it provides various perspectives of job performance, thereby minimizing bias in the performance evaluation technique.

• Question 379:

  An attitude survey is a useful diagnostic approach if the focus of the change initiative is:

  A. Total Quality Management
  B. Quality control circles
  C. The entire organization
  D. A self-directed work unit
  C. The entire organization

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  Employee attitude surveys give a workforce the opportunity to provide confidential feedback on their opinions about a company. Attitude surveys are an important way for businesses to measure job satisfaction, employee motivation, opinions and attitudes, with a goal to enhance employee morale and productivity as well as provide organizations with a picture of where improvements can be made. Attitude surveys impact the entire organization.

• Question 380:

  Which of Kirkpatrick's levels of evaluation is represented correctly?

  A. results evaluation measures improvements in employee's performance in terms of internal, not external outcomes
  B. learning evaluation assesses the learner's improvement in knowledge skills and abilities
  C. behavior evaluation measures the effect of improved performance on the organization
  D. reaction evaluation reflects the trainer's perception of the trainee's improvement based on the training intervention.
  C. behavior evaluation measures the effect of improved performance on the organization

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  Behavior evaluation uses various tools to determine if a learner's behavior on the job has improved after training. Reaction evaluations seek learners' evaluations of the training experience. Learning evaluations use pre/post tests to measure increases in knowledge (not skills and abilities which is a behavior metric). Results evaluation assess training outcomes in terms of impact on the organization's strategic objectives (which includes external outcomes). The results evaluation tends to be broader and more long term than behavior evaluation.