SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 461:

  Adult development theorists believe that:

  A. lives and careers are predictably linear
  B. from early childhood, people have preordained careers.
  C. lives and careers must be viewed as cycles of structure and transition
  D. a person's career is the manifestation of the inner values affecting that person's life
  A. lives and careers are predictably linear

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  The only thing constant in life is change. Adult development encompasses the changes that occur in biological and psychological domains of human life from the end of adolescence until the end of one's life. These changes may be gradual or rapid and can reflect positive, negative, or no change from previous levels of functioning.

• Question 462:

  Which is the best example of using strategic management to create a competitive advantage?

  A. Retaining compensation records for analytical purposes
  B. Providing safety training to all employees
  C. Eliminating work processes that do not add value to the end customer
  D. Enforcing a workplace flexibility policy to help employees achieve work/life balance
  C. Eliminating work processes that do not add value to the end customer

• Question 463:

  What do Stars symbolize in BCG matrix?

  A. Introduction
  B. Growth
  C. Maturity
  D. Decline
  B. Growth

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  Stars: Products in high growth markets with high market share.Stars consume a significant amount of cash but also generate large cash flows.A significant amount of investment should be made in "Star" products.

• Question 464:

  A HR manager of Terrain Inc., a personal goods retail company has to go on FMLA leave to care for her mother who suffered a fall. The HR manager asks a HR professional in the department to collaborate on her behalf with a consultancy firm to provide recommendations to management on employee engagement. The consultancy firm has conducted a focus group with 15% of support employees and 5% of line employees. The HR professional upon reviewing the firm's work believes the firm's method is insufficient to gather the full information needed to create an effective solution. The HR professional determines that a different data collection method is necessary.

  The HR professional chooses to carry out a survey of all employees, proceeds to obtain the support of the CEO, CFO, and COO and makes a presentation to the senior executive team . The senior executive team approves the HR professional's initiative, the survey is carried out, and 85% of the employees respond to the survey. Impressed with the survey exercise, the CEO shares the survey results with the consultancy firm and requests that the firm works closely with the HR professional in the implementation phase.

  The consultancy firm's associate who worked on the focus group received the news of the survey results with dismay and is unhappy about the firm's work being pushed aside and the survey being done without communicating with or involving the firm. The associate requires clarification from the HR professional. How should the HR professional respond to this?

  A. Advise the associate that the survey was approved by company executives and clarification can be provided by the senior executive team.
  B. Communicate to the associate the areas that the survey helped provide pertinent data and work with the firm to complete the project.
  C. Communicate to the associate senior management's approval of the survey and offer to utilize data from the focus group to increase employee engagement levels.
  D. Explain to the associate that the focus group was not inclusive of a significant portion of the employee population which had further worsened employee engagement levels.
  B. Communicate to the associate the areas that the survey helped provide pertinent data and work with the firm to complete the project.

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  The HR professional's best response is to point out the effectiveness of the survey results and work with the associate of the firm through the remaining stages to ensure the project is a success. Note that there is no information in the SJT that indicates employee engagement levels got worsened.

• Question 465:

  Productivity:

  A. Is a measure of both the quantity and quality of products and services
  B. Measures are directed towards tangible output such as products and not for intangible output such as services
  C. Is purely a function of the quantity of outputs and results
  D. All of the above
  A. Is a measure of both the quantity and quality of products and services

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  Productivity describes various measures of the effectiveness and efficiency of production. Measures of productivity include the quality and quantity of production. Producing several products (quantity) is not sufficient, the products must be error-free (quality).

• Question 466:

  An organization in a mature industry has not been meeting its revenue objectives and is losing market share to competitors. What adjustment can an organization make to gain a competitive advantage?

  A. Begin educating employees on the importance of maintaining a competitive advantage.
  B. Improve market share by finding new customers in different market niches
  C. Introduce a change in the structure of the organization to eliminate unnecessary hierarchy.
  D. Assess the current strategic fit in the organization to identify needed core competencies.
  D. Assess the current strategic fit in the organization to identify needed core competencies.

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  Note that assessment must come before a solution. Strategic fit relates to the situation in which various resources of organization (human, financial, material, technology, knowledge) are aligned with strategic goals and development objectives set by managers in the organization during strategic management process. Strategic fit can be divided into various sub-fits e.g. financial strategic fit, market strategic fit, technology strategic fit. By achieving high degree of strategic fit, managers can exploit opportunities of the organization and reduce negative impact of threats.

• Question 467:

  Which action would ensure global assignment success?

  A. Send assignees on international assignments to manage a specific project.
  B. View assignments as leadership and career development opportunities.
  C. Choose only high-potential managers and top executives as assignees.
  D. Send assignees on long-term international assignments, not projects.
  A. Send assignees on international assignments to manage a specific project.

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  For an initial foray into overseas assignments, assignees in organizations with a multidomestic or international strategy should be sent on short-term projects or to complete a specific job.

• Question 468:

  Which of the following is true regarding the Equal Pay Act?

  A. An employee alleging a violation must file a charge with the EEOC before going to court
  B. The time limit to file a charge is 180 days from the discriminatory compensation practice and extended to 300 days for FEPA states
  C. The limit to file a charge is 2 years from the discriminatory compensation practice
  D. Only employers with 15 or more employees are covered
  C. The limit to file a charge is 2 years from the discriminatory compensation practice

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  The deadline for filing a charge or lawsuit under the Equal Pay Act (EPA) is 2 years from the day the employee received the last discriminatory paycheck (3 years in the case of willful discrimination). Note that this is different from the Lilly Ledbetter Fair Pay Act which amended Title VII of the Civil Rights Act of 1964 and states that the 180-day statute of limitations for filing a lawsuit regarding pay discrimination resets with each new discriminatory paycheck. Option A is wrong because for the EPA, an employee can go directly to court. Option B is wrong because option C applies to the EPA, not the general 180 days. Option D is wrong because virtually all employers are covered by the EPA (note that the EPA amended the FLSA which applies to virtually all employers).

• Question 469:

  A small company in the energy industry has a policy that states that employees who work overtime hours will be compensated with leave rather than with cash. Due to the nature of the industry, overtime work is common for employees who work in departments within the company's core areas of operations. Employees throughout the company have been unhappy with this policy for many years but have remained willing to work overtime hours when asked. However, managers are becoming increasingly

  reluctant to approve the leave that employees have earned because it leads to staffing shortages. As a result, more and more employees are refusing to work overtime hours. Senior leaders ask the company's HR business partner (HRBP) to investigate the problem further and to provide a solution. Senior leaders accept a recommendation from the HRBP to amend the current overtime policy to provide overtime pay to employees in the core areas of operations. Because they work so little overtime, no

  change is recommended for employees in the administrative areas.

  Senior leaders are concerned that the new policy will provide an opportunity for employees to abuse the system in order to earn more pay. What should the HRBP do?

  A. Set a monthly limit on overtime hours, and require any employee going over the limit to provide justification in writing to senior leadership.
  B. Distribute overtime hours among eligible employees on a rotating basis.
  C. Recommend senior leaders define an annual overtime budget based on past and anticipated demand.
  D. Train staff and managers on the values of integrity personal ethics, and fiscal responsibilities.
  C. Recommend senior leaders define an annual overtime budget based on past and anticipated demand.

• Question 470:

  "There are two employees who continuously spread their cloudy moods in the work-team and when they work in groups, others literally catch their emotions like viruses". The speaker is referring to?

  A. Emotional labor
  B. Emotional intelligence
  C. Emotional burnout
  D. Emotional contagion
  D. Emotional contagion

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  Emotional contagion refers to the subconscious "sharing"of moods among people in a group. It involves catching each other's emotions.