SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 391:

  A global manufacturing organization is dealing with a high level of attrition among machine operators as well as difficulty recruiting machine operators at a recently acquired factory. The HR director is attempting to address the issue. During exit interviews, multiple employees mention they are leaving to take higher- paying jobs at other companies in the area. The HR director of the factory in that country believes that the company needs to raise the salaries of the machine operators to address this. The HR director contacts the chief human resource officer (CHRO) to discuss the need for a salary adjustment. The CHRO is located in another country and has never been to the country where the factory is located. The CHRO reviews the most recent salary study for the region and indicates that the salaries the company is paying are competitive with other companies in the region. The CHRO also says that due to recent increases in operating expenses and declines in revenue, it would be financially irresponsible to provide raises.

  The HR director feels that the executive team located in another country, does not understand the nuances of the local culture and the way the factory operates. What should the HR director do?

  A. Prepare a report describing the aspects of the factory that the executive team needs to understand.
  B. Record a webinar describing the aspects of the factory that the executive team needs to understand.
  C. Email the executives inviting them to contact the HR director with any questions about the factory.
  D. Conduct cultural sensitivity training for everyone on the executive team.
  A. Prepare a report describing the aspects of the factory that the executive team needs to understand.

• Question 392:

  HR must create a training that will enable employees find information and guidance on how to respond to compliance and ethical issues. Which training approach will be most effective?

  A. Script an engaging play in which consultants illustrate compliance challenges in the workplace
  B. Hire a local expert on business ethics to conduct a question-and-answer session with staff.
  C. Present challenging ethical situations and enable employees to work together to analyze their responses.
  D. Create a reference guide on ethical and compliance situations with suitable responses.
  C. Present challenging ethical situations and enable employees to work together to analyze their responses.

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  Presenting challenging ethical situations that enables employees work together to analyze their responses ensures employee involvement, participation and readiness to handle ethical and compliance issues in the workplace.

• Question 393:

  Which of the following may be an illegal practice, per the ADA?

  A. Firing an employee after a random drug test reveals a use of the opiate, codeine
  B. Requiring an applicant to undergo a drug test before a job offer
  C. Requiring an applicant to undergo a medical examination after a provisional job offer
  D. Firing an employee for being drunk on the job
  A. Firing an employee after a random drug test reveals a use of the opiate, codeine

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  The employer must first determine that the opiate (codeine) is not a prescription medication. Illegal drugs do not include drugs taken under supervision by a licensed health care professional.Option A is incorrect because an employee can be fired for being drunk on the job, even though the ADA protects alcoholism as a disability.Option D is wrong because an applicant can be required to undergo a drug screening test before a job offer is extended. Pre-employment tests for illegal drugs do not constitute medical examinations under the ADA.Note that prior to an offer of employment, the ADA prohibits all disability- related inquiries and medical examinations, even if they are job-related.Note that after an applicant is given a conditional job offer, but before s/he starts work, an employer may make disability-related inquiries and conduct medical examinations, regardless of whether they are related to the job, as long as it does so for all entering employees in the same job categoryNote that after employment begins, an employer may make disability-related inquiries and require medical examinations only if they are job- related and consistent with business necessity.

• Question 394:

  What key determination must be made prior to outsourcing a function?

  A. What is the cost of resources and technology required to keep the function in-house?
  B. Is there a service level agreement in place?
  C. Does it involve a competency core to the firm?
  D. Has a needs assessment been completed?
  C. Does it involve a competency core to the firm?

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  The purpose of outsourcing is to ensure best practice in key business components such as data processing, supply-chain management, warehousing, etc. By divesting themselves of these non-core activities, companies can focus their energy on core business areas where they have the competitive advantage, while taking advantage of cost savings from the outsourced functions. Core activities are the vital activities of an organization. If the organization outsourced its core functions, it would be creating a competitor or dissolving itself.

• Question 395:

  Which steps reflect a progressive disciplinary process that deters an employee from repeating past behaviors?

  A. Consult with the employee's supervisor, conduct an investigation, complete documentation, and render a decision to the employee
  B. Give verbal correction, provide a written warning, deliver final warning, dismiss the employee
  C. Present a written warning, enact suspension, counsel the employee, recommend termination
  D. Overlook the first occurrence, document the second infraction, discuss a performance improvement plan, and end the employment
  B. Give verbal correction, provide a written warning, deliver final warning, dismiss the employee

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  A verbal correction, followed by a written warning, then a final warning before dismissal, represents a clear, escalating series of disciplinary steps designed to give the employee multiple opportunities to correct their behavior.

• Question 396:

  What type of global strategy primarily benefits a company because it creates strong customer ties and responsiveness?

  A. localization
  B. integration
  C. centralization
  D. standardization
  A. localization

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  Localization strategy is geared toward understanding local consumer preferences and other host country-specific requirements and then adapting the business strategies to best satisfy local consumer needs. For example, if an American company begins a subsidiary in Singapore, it adapts its products and services to the Singaporean culture. Global integration is the degree to which the company is able to use the same products and home country-methods in other countries. Local responsiveness is the degree to which the company must customize their products and methods to meet conditions in other countries.

• Question 397:

  Which is a cultural barrier to implementing effective risk management practices?

  A. Managers and employees lack basic knowledge about risk management practices.
  B. Risk management strategy is developed and implemented by senior management alone.
  C. Functional leaders submit a risk management plan for their areas every two years.
  D. Risk management strategies are implemented by repeating previous practices.
  B. Risk management strategy is developed and implemented by senior management alone.

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  By restricting risk management to senior management, the organization has missed an opportunity to create an organizational culture that values risk management and makes it a basic part of how they approach their work.

• Question 398:

  Which of the following is the most accurate warning sign of a possibility of workplace violence?

  A. Radical change in behavior patterns
  B. Frequency and intensity of behavior towards team goals
  C. Absenteeism
  D. Continuous attempts to organize a union
  A. Radical change in behavior patterns

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  The most accurate warning sign of the possibility of workplace violence is a radical and disruptive change in behavior patterns. Note that option D is most likely referring to "salting" and not necessarily violence.Salting is a labor union tactic involving the act of getting a job at a specific workplace with the intent of organizing a union. A person so employed is called a "salt".

• Question 399:

  Which is an important consideration when relying on big data?

  A. There are often too many sources of data to gather to make effective decisions.
  B. Big data must be linked to the competitive strategy of the business.
  C. Real-time information makes it difficult for an organization to be more agile than competitors.
  D. Big data are typically not reliable or valid for supporting business cases.
  B. Big data must be linked to the competitive strategy of the business.

• Question 400:

  After witnessing an employee violation, a manager discusses the violation with HR and other managers before preparing a documented description. The manager informs the employee of the disciplinary action at a performance appraisal meeting. What is the mam problem with the manager's procedure?

  A. The employee should be given the opportunity to respond.
  B. There should be at least two witnesses to the violation.
  C. The manager breached confidentiality by discussing it with other managers.
  D. Feedback should be provided immediately after the violation.
  C. The manager breached confidentiality by discussing it with other managers.