SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 31:

  What is the name of Ulrich and Brockbank's alternative structural model that offers transactional services and is mostly used in organizations with multiple business units?

  A. centralized model
  B. decentralized model
  C. functional model
  D. shared services model
  D. shared services model

  ---

  The Ulrich model features Business Partners, Shared Services, Centers of Expertise. In a shared services model, multiple business units agree to share and select what is needed from a menu of HR services. A shared services approach involves centralizing routine HR services across different parts of the business. Good to know: David Ulrich identified four roles that HR professional plays; employee champion, administrative expert, change agent, and strategic partner.

• Question 32:

  Which of the following strategies would HR most likely recommend to ensure a greater representation of women in a computer technology firm?

  A. In compliance with the OFCCP, establish an Affirmative Action Program (AAP) to advance employment opportunities for historically disadvantaged groups
  B. Increase diversity training and initiatives within the company to reduce similar-to-me bias in recruitment
  C. Team up with equal gender representation career agencies to identify and eliminate employment barriers for qualified women
  D. Prioritize the recruitment of women in jobs that are specialized, at the executive-level, or with a higher pay grade
  C. Team up with equal gender representation career agencies to identify and eliminate employment barriers for qualified women

  ---

  Teaming up with agencies that have similar aims and can provide a pool of qualified female candidates is the most effective strategy among the options. Note that compliance is not strategic, per option A.

• Question 33:

  An organization has identified several areas in which productivity is not meeting goals. The HR director is charged with finding a way to help increase productivity in the identified areas. After examining employee surveys from the underperforming areas, the HR director concludes that management is performing adequately but teams are still not working together as needed. The HR director also examines compensation in the area to see if below-average base pay is causing employees to lack motivation, but she finds that base salaries are competitive in the area. Which is the best option for the HR director to use to increase productivity?

  A. Replace a portion of the underperforming teams with external candidates.
  B. Reorganize the department to mix up underperforming teams.
  C. Offer group incentive pay based on group performance targets.
  D. Offer individual incentive pay based on individual performance targets.
  C. Offer group incentive pay based on group performance targets.

  ---

  Group incentive pay is the best option. Knowing that the issue does not stem from management performance or issues with base pay, HR should look to incentivize the groups to perform better together. Offering individual pay may exacerbate issues with teamwork, as individuals may work against other members of the team to earn a bonus. Reorganizing or replacing team members are both larger undertakings that may be less efficient at handling the issues than offering a group incentive.

• Question 34:

  __________ occurs when a third party provides dedicated services to HR, often locating contractors within HR's organization.

  A. Dedicated HR
  B. Co-sourcing
  C. Shared services
  D. Best of breed model
  B. Co-sourcing

  ---

  Co-sourcing occurs when a third party provides dedicated services to HR, often locating contractors within HR's organization.Co-sourcing is a partnership between a company and an outside vendor. The company chooses the vendor, which works with and often alongside (but doesn't replace) the existing staff based on specific skills needed to get the job done.

• Question 35:

  How can data analytics be used to improve employee recruitment and retention?

  A. Analyzing and extracting valuable insights to predict employee preferences and align HR practices with the same.
  B. Benchmarking and aligning compensation and benefits with sustainability and shared value strategy.
  C. Encrypting employee data against technology breaches and cyberattacks.
  D. Providing a centralized database that stores applicant tracking information, onboarding, and employee demographics.
  A. Analyzing and extracting valuable insights to predict employee preferences and align HR practices with the same.

  ---

  The chief aim of data analytics is to apply statistical analysis and technologies on data to find trends, predict patterns, and solve problems.Data analytics has become increasingly important in the enterprise as a means for analyzing and shaping business processes and improving decision-making and business results.Data analytics allows HR to make decisions based on data and not on gut feeling, create a business case for Human Resource interventions and become more tactical.

• Question 36:

  The Deal multinational corporation practices an ethnocentric international business strategy. However, several global trends may necessitate a change in the corporation's strategy. Which of the following global trends has been marked by an increase in Foreign Direct Investments (FDIs) and reverse innovations?

  A. An upsurge in the economic power of developed economies.
  B. A change in influence from developed economies to emerging economies.
  C. The vast importance of technology over geography and population.
  D. The impact of a global pandemic and recession.
  B. A change in influence from developed economies to emerging economies.

  ---

  Increases in FDIs and reverse innovations (or trickle-up innovation) are indicative of a shift in influence from developed economies to emerging economies. FDI inflow into developing economies now exceeds its flow into developed economies. Reverse innovations are those that start in emerging economies and spread to developed economies. Term to Note: Demographic Dichotomy means the workforce in emerging economies is becoming disproportionately young, while the workforce in developed economies is rapidly aging.

• Question 37:

  As part of an organization's strategy to communicate the complete value of what it offers to employees, which of the following is the most effective option a compensation and benefits manager should select?

  A. Make the salary structure, salary ranges and salary grades public and accessible to all employees.
  B. Communicate the higher percentage of health insurance costs that the employer shoulders.
  C. Provide detailed messages to employees on the benchmarking process of determining equitable compensation.
  D. Provide a customized hidden paycheck to employees.
  D. Provide a customized hidden paycheck to employees.

  ---

  The hidden paycheck is made up of benefits that don't necessarily show up on a paycheck stub. Hidden paychecks provide a more complete picture of how much an employer spends on employee salaries, wages, and benefits. Hidden paychecks include hidden costs such as overtime pay, social security payments, unemployment insurance payments, workers' compensation, health benefits, sick and vacation days, tuition reimbursements, 401(k) matches, disability insurance, workers' compensation, etc. Hidden paychecks provide an individualized total compensation statements that shows the total value of an individual's compensation and benefits package.

• Question 38:

  A company decides to send account managers who are responsible for bill collection to a training course. An account manager is interested in the course but thinks the company will not allow sufficient time for collection activities. In this case, the training is likely to be minimally successful because the account manager___________

  A. lacks the ability to learn new skills.
  B. seems unmotivated to learn new skills.
  C. does not see how the training relates to the job.
  D. doubts that the company will support the learning
  D. doubts that the company will support the learning

  ---

  The account manager seems interested in learning and understands why such a skill is desirable. However, there is a perception that the company may not actually support the use of the skill. This uncertainty will lessen the effectiveness of the training.

• Question 39:

  The president of a large company is planning to retire soon. The president has been with the company for 40 years, the longest tenure of any employee in the company, and has been president for the last 10 years. In addition to replacing its top leader, the company is also in the midst of conducting strategic planning for the next three years. The HR director has been placed in charge of overseeing the selection and transition process for the new president and has organized a search committee consisting of external board members. The search committee has identified three internal candidates for the position and must move forward with the process of selecting one to be president. The candidates for the position are all engineers with limited experience in business management.

  What is the best indicator that the candidates will be able to succeed in the position despite a lack of business background?

  A. Consistently high ratings by colleagues on interpersonal skills.
  B. Commitment to pursue an executive master's of business administration soon after assuming the position.
  C. Demonstrated success in making sound business decisions in recent positions.
  D. Scoring highly on a competency-based managerial assessment of business skills.
  D. Scoring highly on a competency-based managerial assessment of business skills.

• Question 40:

  HR has been asked to outline a strategy for assessing high-potential employees in a multinational organization. Which rationale supports an argument for a locally managed talent management program?

  A. High degrees of regularity across the organization
  B. Elimination of the need for standardized rating scales
  C. Stressing the importance of native norms and goals
  D. Encouragement of increased promotability and development
  C. Stressing the importance of native norms and goals

  ---

  A locally managed program can align assessment criteria with native cultural norms and business goals, ensuring relevance and buy-in in each region.