SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 41:

  The creative manager asks the HR manager for help in recruiting skilled employees as the unit has had difficulty finding qualified applicants. How should the HR manager respond?

  A. Train and equip employees in the creative department to fill the open positions
  B. Release a request for proposal for temporary staffing agencies
  C. Assist the creative unit by utilizing social media recruitment
  D. Engage the services of an industry-recognized executive search firm
  C. Assist the creative unit by utilizing social media recruitment

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  Social media recruitment has the advantages of an increase in qualified candidates, increase in job visibility, and shorter hiring time.

• Question 42:

  An employer has a classroom located side-by-side the production department from which the employees are being trained. The classroom has the same machines used in the department, and 7 employees are assigned to each trainer. What type of training is taking place?

  A. Simulation
  B. Asynchronous
  C. On-the-job
  D. Vestibule
  D. Vestibule

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  Vestibule training is also called "near-the-job training". Vestibule is a form of training in which new employees learn the job in a setting that approximates as closely as is practicable to the actual working environment.It is often used for clerical and technical jobs, with an emphasis on learning rather than productivity.

• Question 43:

  HR is considered a strategic partner in the strategic planning process because of its:

  A. business acumen and knowledge of the organization
  B. knowledge and compliance with employment laws
  C. competitive total rewards strategy
  D. ability to deploy technology for predictive purposes
  A. business acumen and knowledge of the organization

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  In the strategic planning process which impacts the entire organization, its business and competitive advantage - HR's business acumen and knowledge of the organization is most important.

• Question 44:

  Organizational leaders recognize the need to be agile and flexible to cope with rapid changes in their business environment. Because resources and funding are tight, there is also a pressing need to nurture and sustain existing customer relationships and secure new business. How can HR best support these strategic initiatives?

  A. Promote retention strategies
  B. Develop team-building training.
  C. Research industry staffing firms for potential partnerships
  D. Become a change agent.
  A. Promote retention strategies

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  In this situation, employee retention would be critical. Retention could support the strategic initiatives by attracting and retaining key employees as well as in reducing turnover and its related costs. With motivated and engaged employees, organizational performance would be poised for success.

• Question 45:

  A company is consistently having trouble hiring designers in its creative department, a key unit within marketing that produces all the graphic and pictorial art deliverables for clients. After a couple of months, the recruiting team finds a strong candidate. The candidate requests working first as an independent contractor and then transitioning to permanent employment. After two weeks, work is going smoothly, and the creative unit manager is working with the HR manager to extend an employment offer. Company policy requires all new candidates must successfully pass a drug screen as a condition of employment, but when the candidate is tested, the candidate tests positive for marijuana. The HR manager questions the candidate, who states that the drug was used while he was on a consultancy job in a state where recreational use of marijuana is legal.

  The creative unit manager requests that the HR manager make an exception to the company policy and allow the hiring process to continue. How should the HR manager address the request?

  A. Clarify that passing the drug test is an established employment requirement
  B. Acquiesce to the creative manager's request
  C. Compare the law of the state with the company's drug use policy
  D. Advice the candidate that the contract will have to be terminated.
  A. Clarify that passing the drug test is an established employment requirement

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  The HR manager must explain to the creative manager that passing the drug test is an established employment requirement and exceptions cannot be made for the candidate as that will indicate discriminatory employment practices and endanger the productivity and safety of employees and the company.

• Question 46:

  Which one of the following would be considered a motivator in the motivation-hygiene theory?

  A. relationship with peers
  B. quality of supervision
  C. work/life balance
  D. recognition
  D. recognition

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  Herzberg's motivation-hygiene theory (also known as Herzberg's two-factor theory states that certain factors in the workplace cause job satisfaction while a separate set of factors cause dissatisfaction, all of which act independently of each other.Motivators include challenging work, recognition for one's achievement, responsibility, opportunity to do something meaningful, involvement in decision making, sense of importance to an organization. Motivators give positive satisfaction, arising from intrinsic conditions of the job itself.Hygiene factors include status, job security, salary, fringe benefits, work conditions, good pay, paid insurance, vacations. Hygiene factors or dissatisfiers do not give positive satisfaction or lead to higher motivation, though dissatisfaction results from their absence. The term "hygiene" is used in the sense that these are maintenance factors. These are extrinsic to the work itself, and include aspects such as company policies, supervisory practices, or wages/salary.

• Question 47:

  Glen is the senior manager of the HR department at a non-profit organization. He delegates 95% of his tasks to his subordinates and practices a laissez-faire management system. Employees have complained that he does not exercise any authority in his leadership role. According to Blake-Mouton's behavioral leadership theory, what kind of manager is Glen?

  A. Authority-compliance management
  B. Middle of the road management
  C. Impoverished management
  D. Country club management
  C. Impoverished management

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  Blake and Mouton proposed a two-dimensional Managerial Grid based on a manager's concern for production (task-oriented) and concern for people (relationship-oriented).

  Impoverished Management (1,1)

  Managers who score low on concern for production and low on concern for people are labeled as having an "Impoverished Management" style or "Indifferent Management" style. They exert minimum effort to get required work done and to maintain interpersonal relationships.

  Country Club Management (1,9)

  Managers who score low on concern for production and high on concern for people are considered to have a "Country Club Management" style. The primary emphasis of Country Club managers is placed on people rather than on work outputs.

  Authority-Compliance Management (9,1)

  The dictatorial "Authority-Compliance Management" style (or "Produce-or-Perish" style) implies that managers score high on concern for production and low on concern for people. Efficiency in operations should be the dominant orientation.

  Middle-of-the-Road Management (5,5)

  Managers who score medium on concern for production and medium on concern for people have a "Middle-of-the-Road Management" style. They attempt to balance an organization's performance targets with the needs of employees.

  Team Management (9,9)

  If managers score high on concern for production and high on concern for people, they are labeled as having a "Team Management" style. This style is often considered the most effective and is recommended for managers because organization members work together to accomplish tasks and maintain good relationships.

• Question 48:

  A HR structure where headquarters HR is staffed with specialists who craft policies, and the policies are implemented by generalists at all locations/divisions:

  A. center of excellence
  B. functional HR
  C. shared services
  D. best of breed model
  B. functional HR

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  The functional HR organizational model refers to a model where headquarters HR is staffed with specialists who craft policies, and the policies are implemented by generalists at all locations/divisions. The advantage of the functional HR model is it is effective in organizations with single strategies, and creates consistency between Headquarter policy and Business Units practices.The disadvantage of the functional HR model is an isolation of headquarters HR from realities in the business units/locations/ divisions.

• Question 49:

  "Our residual risk in sourcing supplies from Guatemala is at an acceptable level". Residual risk means?

  A. risks present in any scenario where no attempts at mitigation have been made
  B. risk remaining after efforts have been made to reduce the inherent risk.
  C. the likelihood that the risk event will occur and the potential impact.
  D. the review of operational risks and the effectiveness of the associated controls
  B. risk remaining after efforts have been made to reduce the inherent risk.

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  Residual risk is the risk that remains after efforts to identify and eliminate some or all types of risk have been made. Inherent risk is the risk present in any scenario where no attempts at mitigation have been made and no controls have been applied to reduce the risk from initial levels to levels more acceptable to the organization (Option A).The risk matrix is based on two intersecting factors: the likelihood that the risk event will occur, and the potential impact that the risk will have on the firm (Option C).

• Question 50:

  What is the primary value of a written code of conduct?

  A. It highlights cultural differences that need to be addressed.
  B. It protects an organization against lawsuits.
  C. It becomes a decision-making tool to guide employee conduct.
  D. It is a guide of principles that enables the organization conduct its affairs with integrity.
  C. It becomes a decision-making tool to guide employee conduct.

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  A code of conduct defines how a company's employees should act/behave on a day-to-day basis. On the other hand, a code of ethics is a guide of principles designed to help professionals/organizations conduct business honestly and with integrity. A code of conduct is more focused than a code of ethics as it defines how employees or members should act in specific situations.