SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 401:

  A global company plans to expand into two new international markets next year. Which is the first step the chief human resource officer should take to determine what training the new workforce will need for successful expansion?

  A. Business needs assessment
  B. Gap analysis
  C. Cost-benefit analysis
  D. Risk assessment
  A. Business needs assessment

• Question 402:

  Three employees are hired to assemble lawnmowers. Each employee is assigned to assemble a different but equally difficult component. Every few weeks, the employees are asked to assemble a new component in addition to the original one to which they were assigned. After six months each employee can assemble a complete lawnmower by himself/herself. This situation is an example of which of the following job design approaches?

  A. Job enlargement
  B. Horizontal loading
  C. Group tasking
  D. Job enrichment
  A. Job enlargement

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  Job enlargement is a horizontal expansion/loading of duties and tasks across the same organizational level, whereas job enrichment is the vertical expansion/loading of the roles, responsibilities, authority and activities. By job enrichment, an employee finds satisfaction in respect to their position and personal growth potential, whereas job enlargement refers to having additional duties and responsibilities in a current job description.

• Question 403:

  What is the best way for an HR professional to persuade a function to embrace changes in work processes that are part of an organizational effectiveness intervention?

  A. Benchmark the function's competences and KSAs
  B. Determine areas of resistance and provide training on those specifics
  C. Establish cross-functional business relationships to ensure corporate buy-in
  D. Clarify how the change is necessary for business competitiveness
  D. Clarify how the change is necessary for business competitiveness

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  Change is often resisted; therefore, organizational effectiveness and development initiatives should be presented as a way to increase the competitiveness of the company or advance strategic goals this way HR may gain better workforce support of the initiative.

• Question 404:

  What are the four primary levels of organizational goals?

  A. Financial, social, internal, and external
  B. Marketing, sales, quality, and market share
  C. Strengths, weaknesses, opportunities, and threats
  D. Mission, strategic, tactical, and operational
  D. Mission, strategic, tactical, and operational

• Question 405:

  If Ekin company's product is clothing accessories, apparel and footwear, what international strategy should the Ekin company most likely adopt?

  A. transnational
  B. multidomestic
  C. global
  D. international
  A. transnational

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  A transnational strategy is preferred since apparel and footwear items can reflect global fashion trends while being customized as needed because of country-to-country differences in customer preferences and tastes.

• Question 406:

  _________ is the belief that performance is related to rewards.

  A. Valence
  B. Expectancy
  C. Instrumentality
  D. Perception
  C. Instrumentality

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  The Expectancy theory states that employee's motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality).

• Question 407:

  Which fosters better group dynamics between members of various departments?

  A. Designing task interdependence
  B. Creating clear role assignments
  C. Implementing telecommuting
  D. Introducing job enhancement
  A. Designing task interdependence

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  Structuring work so that departments must rely on one another to complete shared tasks creates natural collaboration, communication, and mutual accountability, which strengthens cross-functional relationships and group dynamics.

• Question 408:

  The most accurate definition of an objective is?

  A. the general direction of a company towards which effort and actions are focused.
  B. specific and measurable steps taken to achieve business goals
  C. an approach that deploys the strengths and opportunities of an organization to compete and gain a greater market share
  D. a tool used to achieve an objective associated with a strategy
  B. specific and measurable steps taken to achieve business goals

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  Objectives are measurable specific steps an organization takes to achieve its goals. An objective differs from a goal because objectives are measurable and specific. Business objectives are subset of business goals.

• Question 409:

  Excel College is a community college with four campuses. Each campus has one president, two vice presidents, five deans, 12 department chairs, over 100 faculty members, and several persons in support roles. The presidents from each campus report to four vice-chancellors and the vice-chancellors report to the chancellor. It is clear that Excel college has a well-defined ____________

  A. Chain of command
  B. Span of control
  C. Organizational pattern
  D. Matrix structure
  A. Chain of command

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  In an organizational structure, "chain of command" refers to a company's hierarchy of reporting relationships from the bottom to the top of an organization, who must answer to whom. The chain of command not only establishes accountability, it lays out a company's lines of authority and decision- making power.

• Question 410:

  The HR director and the CEO of an e-commerce company with 330 employees each receive a similar email from an unrecognizable address. The letter is from an anonymous discontented employee. In the letter, the employees accuses the Chief Financial Officer (CFO) of the company of financial fraudulent practices including using accounting loopholes to hide hundreds of thousands of dollars of bad debt, while simultaneously inflating the company's earnings.

  The anonymous email also accuses the CFO of intimidation, retaliation, and virulently attacking senior managers in front of junior colleagues. The email further states that the employee has taken great effort to remain anonymous because of a fear of retaliation, which may lead to termination for spurious reasons. The email states that HR is improperly chummy with the CFO and has never been able to conduct an independent workplace investigation free of prejudice.

  Which action should the HR director take to effectively address the employee's reason for reporting the issue anonymously?

  A. Share reports with employees via email, detailing workplace investigations that HR has conducted through the aid of employees who reported unethical practices and received executive-level commendation.
  B. Communicate at the next employee townhall meeting about the company's policies, procedures and options that encourage and safeguard employees who report workplace issues and unethical concerns.
  C. Send an email to all employees stating the impartial role of HR in workplace investigations and confirm that all whistleblowers can safely report issues to HR without fear of retaliation.
  D. Ask the CEO to share at the next townhall meeting the options employees have to report unethical concerns by using sanitized case studies to demonstrate and clarify the types of misconduct that the company would expect to be reported.
  B. Communicate at the next employee townhall meeting about the company's policies, procedures and options that encourage and safeguard employees who report workplace issues and unethical concerns.

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  The company's options, policies, and procedures for reporting ethical and workplace concerns should be continuously communicated and reinforced. Note that a townhall meeting affords employees the opportunity to ask questions and clarify opinions.Emails are not an effective way to encourage feedback from employees on issues that involve employee hesitancy to be identified with a workplace complaint. Clarifying the types of misconduct that should be reported does not encourage employees to report workplace issues.