SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 441:

  A large poultry company is expanding operations into new countries. Before deciding to expand, company owners confirmed that members of the management team were willing to temporarily work in regional offices located in different countries. Each regional office will be directed by one member of the home office's management team for a period of two years while new, permanent management for each regional office is recruited and trained. Prior to selecting locations for the regional offices, the company hired consultants from each country to provide assistance. The company's owners are pleased with the performance of several of the consultants and want the HR manager to convert as many of these consultants as possible into full-time employees. In addition, the HR manager is asked to oversee the expatriation of members of the home office's management team.

  Of the managers willing to relocate to regional offices, how should the HR manager determine which managers to send?

  A. Base the decision on job performance and seniority.
  B. Conduct a focus group with the management team to identify challenges related to the expansion.
  C. Assign projects to the managers to complete in their prospective country and assess their performance.
  D. Collaborate with local consultants from each country to identify region-specific requirements.
  D. Collaborate with local consultants from each country to identify region-specific requirements.

• Question 442:

  "We must focus on our competitive advantage if we intend to improve the bottom-line of the organization". The most accurate definition of competitive advantage is:

  A. A match between supply and demand of products and services.
  B. competences that can be deployed in a variety of economies.
  C. what differentiates one business from another.
  D. Adopting the winning strategy of a competitor in the market.
  C. what differentiates one business from another.

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  The correct answer is c because competitive advantage is assumed to be unique to the firm and what makes that firm distinctive in the eyes of customers. They form the basis for differentiation in a competitive market.

• Question 443:

  An HR manager believes the organization should move to a competency-based compensation system. Which key characteristic of competency-based pay should the HR manager highlight in the business case?

  A. Decreases turnover by rewarding employees for tenure.
  B. Attracts talent by ensuring the company is a pay leader in its industry.
  C. Minimizes fixed costs by emphasizing employee performance.
  D. Encourages employees to learn and perform a wider variety of skills.
  D. Encourages employees to learn and perform a wider variety of skills.

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  Competency-based pay rewards employees for developing and applying a broader range of skills, motivating ongoing learning and versatility rather than tenure or fixed roles.

• Question 444:

  A manufacturing organization has expanded to 4 southern states. The first step in developing appropriate salary grades for the job positions in the southern states will be?

  A. Conduct a job evaluation using an objective method
  B. Review and update job descriptions
  C. Determine the appropriate salary ranges by compa-ratio calculations
  D. Establish direct compensation and indirect compensation based the company's philosophy
  B. Review and update job descriptions

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  An effective job description is a living document and should shift and change as often as the job and company does. Most HR processes - from recruitment and training to performance evaluations and compensation - stem from the job description; and the job description stems from a job analysis.

• Question 445:

  What is the primary purpose of strategic planning?

  A. outlines the details of operations for over one year
  B. plans that address several organizational projects and initiatives
  C. to align organizational units and employees with business goals
  D. defines how to allocate human, physical, and financial resources to reach short-term objectives
  C. to align organizational units and employees with business goals

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  Strategic planning integrates the goals and activities of the major business units of an organization (finance/accounting, marketing/sales, operations, information technology, and human resources) and employees in order to achieve organizational success.

• Question 446:

  HR works with the executive leadership team to redesign the company's operational structure. HR brings on an external consultant to determine next steps. What should be the consultant's initial recommendation to HR?

  A. Design a possible solution to the identified problem.
  B. Gain agreement on the initiative's objectives.
  C. Outline the steps necessary to implement the initiative.
  D. Determine if there is money in the budget for the initiative.
  B. Gain agreement on the initiative's objectives.

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  The initiative's objectives will drive later decisions about budget, the most effective solutions, and necessary steps.

• Question 447:

  How should the HR manager prepare to tactfully discuss a complaint about perceived prohibited substance use during work hours with an employee?

  A. Communicate the accusation definitively by listing employees' observations.
  B. Express personal concern primarily and business concern secondarily.
  C. Plan to offer help from an employee assistance program or other resources.
  D. Describe the consequences of prohibited substance use with an empathetic tone.
  C. Plan to offer help from an employee assistance program or other resources.

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  Preparing to offer assistance through an employee assistance program ensures the conversation is supportive and solution-focused, helping the employee feel cared for while addressing the concern.

• Question 448:

  An OED team wants to better understand the odds that a particular change can be implemented successfully. What tool is designed to support this analysis?

  A. Force-field analysis
  B. SWOT analysis
  C. Multi-criteria decision analysis
  D. Delphi technique
  A. Force-field analysis

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  Force field analysis is a basic tool for root cause analysis that can help you take action once the root cause has been identified. The technique is based on the assumption that any situation is the result of forces for and against the current state being in equilibrium. It looks at forces that are either driving movement toward a goal or blocking movement toward a goal. It displays and analyses the forces driving movement toward a goal (helping forces) or restraining movement toward the goal (hindering forces). Multi-Criteria Decision Analysis, or MCDA, is a valuable tool that we can apply to many complex decisions. It is most applicable to solving problems that are characterized as a choice among alternatives. Conduct a force field analysis through the following steps: >Brainstorm all possible forces inside and outside the organization that could work for or against the solution. >Assess the strength of each of the forces. >Place the forces in a force field diagram, with the length of each arrow in the diagram proportional to the strength of the force it represents. >For each force, but especially the stronger ones, discuss how to increase the forces for the change and reduce those against it.

• Question 449:

  Frau is an exceptional marketing professional responsible for landing 60% of the company's profitable accounts. Based on this, Frau was promoted to the role of Marketing Manager. However, there have been consistent complaints from junior staff on Frau's denigratory attitude, frequent but unwarranted disciplinary meetings, and threats of utilizing the at-will doctrine. Based on the above, which of the following will the CHRO recommend to the executive leadership?

  A. Have a meeting with the union and reiterate the rights of employees to invoke their Weingarten rights when Frau administers unwarranted discipline
  B. Demote Frau to the role of marketing professional where she had previously excelled and appease her with a larger percentage of commissions
  C. Assign a leadership and management coach to Frau
  D. Recommend an EAP counsellor to address Frau's attitude with an emphasis on emotional intelligence and the reputable Myersriggs Type Indicator
  C. Assign a leadership and management coach to Frau

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  The core issue with Frau is an inability to manage people. Coaching is the most appropriate solution for managers who excelled in task performance but are poor in people management.

• Question 450:

  The Frau group of companies has decided to practice a strictly regiocentric strategy across the 5 countries it operates in which are clustered in Eastern Europe. The countries are Bulgaria, Croatia, Czech Republic, Estonia, Hungary. The Frau group's decision to pursue this strategy and concentrate its business activities in a limited number of locations in Eastern Europe is least likely due to?

  A. steep learning curve associated with performing its business activities in other locations outside Eastern Europe.
  B. costs of performing business is lower and quality levels are higher in Eastern Europe compared to other geographic locations
  C. better coordination of business activities in cultures that are significantly similar to the headquarters of the Frau group
  D. high-ranking talent from third country nationals that boosts innovation, creativity, and human capital.
  D. high-ranking talent from third country nationals that boosts innovation, creativity, and human capital.

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  The Frau group's regiocentric strategy will have as a disadvantage the inability to source talent from outside its preferred region. Third country nationals are employees who are neither from the home country or the host country. These diverse group of talent can bring innovation and creativity to companies that are amenable to recruiting and including them.