SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 471:

  If HR is rolling out a major change initiative, what might HR do instead of relying on possibly inconsistent communications by the managers to employees?

  A. Carry out a pilot program of managers to test homogeneity of their positions concerning the change initiatives
  B. Create a presentation to be utilized uniformly across the organization
  C. Allow managers to participate in the strategic decision-making process of the change initiatives
  D. Executive coaching measures to develop managers on leadership traits of consistency
  B. Create a presentation to be utilized uniformly across the organization

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  A change initiative is a series of actions taken to implement a transformation process which involves planning, communication, implementation, solving problems, evaluating situations and making decisions. For consistent communication, creating a presentation that can be used uniformly across the organization is the best option.

• Question 472:

  A hybrid multinational consumer goods corporation operates 8 strategic business units which are fully- functional units with their own vision, direction, product/service, location, and target market under the umbrella of the larger business entity. The corporation has a corporate HR department while the SBUs each have autonomous HR departments that are largely independent from corporate HR. The Head of HR of each SBUs has significant authority to operate in a polycentric fashion and only interact with the Head of Corporate HR on a quarterly basis.

  Due to a significant reduction in revenue during the pandemic, the organization has made a decision to streamline its HR structure by adopting a more centralized HR structure that can provide HR services to corporate and the SBUs. The proposed centralization of the HR function is expected to result in cost reduction, consistency in HR operations, and increased HR proficiency.

  Corporate HR has created a team comprising of HR managers, HR business partners and HR admin personnel to originate and implement the new HR services model. Anna is a HR manager from a strategic business unit in California that has been drafted to join the team. Anna has 8 years of cognate HR experience working with various SBUs in the organization. Anna is the only team member who has worked with an SBU, the rest of the team have only corporate HR experience. The team has been

  working for over 3 weeks reviewing the feasibility, advantages and disadvantages of several HR structures, with most team members favoring a shared services and center of excellence model.

  How should the team best use Anna's cognate experience with SBUs?

  A. Anna's experience can be used to identify the best HR service model that will be ideal for SBU business operations.
  B. Anna's experience will be ideal in determining the risk matrix of the likelihood of corporate risks against the severity of SBU risks.
  C. Anna's experience can be used to determine the business model to adopt between global standardization and local responsiveness.
  D. Anna's experience can be used to provide a balanced perspective in determining which HR service model is most suitable for the organization.
  D. Anna's experience can be used to provide a balanced perspective in determining which HR service model is most suitable for the organization.

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  Anna's experience is best used to provide a balanced perspective in deciding what HR service model to adopt. Remember Anna is the only team member with SBU experience therefore including her input in the team's decision will ensure a well-rounded HR structure that takes into consideration corporate and SBU viewpoints. Note that the correct option ties to the 4 Ts (travel, teams, training, and transfers), which help an organization become more successful by increasing global mindsets.

• Question 473:

  The grapevine in an organization should be:

  A. managed by adding accurate information.
  B. eliminated as much as possible.
  C. prevented from spreading information across established lines of communication.
  D. used to warn employees of impending disciplinary actions.
  A. managed by adding accurate information.

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  There is no way to eliminate grapevine communication in the workplace. However, there are ways to better understand it, control it, and eliminate the negative sides grapevine can bring to your company by ensuring proper employee communications

• Question 474:

  Judgmental forecasting, trend and ratio analysis projections, and turnover analysis are used to:

  A. complete cost-benefit analysis
  B. project HR program costs
  C. estimate future staffing needs
  D. forecast economics conditions
  C. estimate future staffing needs

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  Judgmental forecasting, trend and ratio analysis projections, and turnover analysis help predict accurate staffing forecasts which account for movement into and inside the organization (new hires, promotions, and transfers) and out of the organization (resignations, layoffs, retirements, and discharges).

• Question 475:

  A contractor invites employees and applicants to self-identify their gender, race, and ethnicity. The contractor indicates to individuals that supplying such information is voluntary. What happens if an employee refuses to provide ethnic information and the employer must complete an Employer Information Report (EEO-1)?

  A. A best guess or assumption may be made.
  B. The narrative AAP component should describe the incident.
  C. Statistical AAP components should be footnoted.
  D. Visual observation may be used.
  D. Visual observation may be used.

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  OFCCP regulations indicate that for any personnel or employment record a contractor maintains, it must be able to identify the gender, race, and ethnicity of each employee and, where possible, the gender, race, and ethnicity of each applicant. OFCCP does not mandate a particular method of collecting the information. If self-identification is not feasible, employment records or visual observation may be used to obtain this information.

• Question 476:

  Which of the following is a benefit of organizational SWOT analysis?

  A. determines client satisfaction outcomes
  B. it is a critical metric for business unit results.
  C. determines succession planning needs
  D. Identifies key issues within the business
  D. Identifies key issues within the business

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  The benefit of an organizational SWOT analysis is it identifies key issues within the business. SWOT analysis is used in the strategic planning phase as an environmental scanning tool to help an organization identify strengths, weaknesses, opportunities, and threats related to its business.

• Question 477:

  The most accurate definition of a tactic 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. a tool used to achieve an objective associated with a strategy
  D. an approach that deploys the strengths and opportunities of an organization to compete and gain a greater market share
  C. a tool used to achieve an objective associated with a strategy

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  A tactic is a tool that an organization uses to achieve an objective associated with a strategy. While a strategy deals with the long-term future direction of a business, a tactic takes advantage of opportunities as they happen and deals with day-to-day matters. Tactics are to align with strategies and work in tandem tactics serve as the action to a strategy's larger approach.

• Question 478:

  A manager approaches the HR director with concerns about an increase in absenteeism among her staff. Which of the following best explains how absenteeism is related to employee engagement?

  A. Absenteeism rates are not indicative of employee engagement levels, as absences occur for many reasons.
  B. Absenteeism rates are not indicative of engagement levels due to the unreliability of a correlation between absence and engagement.
  C. Unscheduled absenteeism rates are a reflection of a paid-time-off program and not an indicator of employee dissatisfaction.
  D. Absenteeism rates can be an indirect indicator of employee engagement, as employees are not attending work.
  D. Absenteeism rates can be an indirect indicator of employee engagement, as employees are not attending work.

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  Absenteeism rates, particularly for unscheduled absenteeism, can be an indicator of potential engagement problems. This can reflect employees' desire to not be in the workplace.

• Question 479:

  After conducting a thorough HR audit, the Shroud organization has identified several vulnerabilities in its HR systems, procedures and practices. Which of the following is the most accurate example of risk mitigation that the Shroud organization may choose to utilize?

  A. Implementing an emergency alert system for expatriates working in a volatile region
  B. Requiring that all qualified candidates undergo a drug test, reference checks, and background checks
  C. Training management on job-specific appropriate questions to ask during recruitment interviews
  D. Requiring inoculation programs for expatriates before they travel for job assignments to countries with significant health risks.
  A. Implementing an emergency alert system for expatriates working in a volatile region

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  Risk mitigation is a strategy to prepare for and lessen the effects of threats faced by a business. It involves taking action to reduce exposure to potential risks. Risk mitigation seeks to reduce (not prevent) the negative impact of a risk such as an emergency alert system for expatriates this will not prevent a crisis, but it will reduce the expatriate's exposure to threats and decrease the effect of stress from such risks. Note that the other options seek to prevent (not reduce) the likelihood of the risk happening.

• Question 480:

  Under the WARN Act:

  A. employers must give employees 60 days notice of any layoffs caused by financial problems or facility closures
  B. employees must be notified if there will be a mass layoff or facility closing in 60 days.
  C. employers must give employees who will be laid off during a facility closing 60 days notice.
  D. employers must notify employees 60 days before an impending layoff or facility closure if the state unemployment rate is above 4%.
  B. employees must be notified if there will be a mass layoff or facility closing in 60 days.

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  The Worker Adjustment and Retraining Notification Act (WARN) protects workers, their families, and communities by requiring employers with 100 or more employees to provide at least 60 calendar days advance written notice of a plant closing and mass layoff affecting 50 or more employees at a single site of employment. WARN makes certain exceptions to the requirements when layoffs occur due to unforeseeable business circumstances, faltering companies, and natural disasters. Employees entitled to notice under WARN include managers and supervisors, as well as hourly and salaried workers. WARN requires that notice also be given to employees' representatives, the local chief elected official, and the state dislocated worker unit.