SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 551:

  Which metric should be used to evaluate the quality of hiring decisions?

  A. Number of layoffs
  B. Time-to-fill
  C. Cost of acquisition
  D. Engagement scores
  D. Engagement scores

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  Engagement scores measure how well new hires integrate and perform within the organization, reflecting the effectiveness and quality of hiring decisions.

• Question 552:

  Corporate governance is the system by which companies are directed and controlled. How does the Organization for Economic Co-operation and Development (OECD) Guidelines enhance corporate governance?

  A. They set standards, monitor, and report on the corporate citizenship of member countries.
  B. They create mandatory ethical guidelines for globalized corporations.
  C. They establish national laws to align with responsible global shared value initiatives.
  D. They enable countries address concerns on the integration of markets, trade, and investments among nations.
  D. They enable countries address concerns on the integration of markets, trade, and investments among nations.

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  The OECD Guidelines for Multinational Enterprises are recommendations addressed by governments to multinational enterprises operating in or from adhering countries. They provide non-binding principles and standards for responsible business conduct in a global context consistent with applicable laws and internationally recognized standards. The OECD Guidelines enables countries address concerns on globalization. The OECD guidelines are not intended to override local laws or expose Multi-National Enterprises (MNEs) to conflicting expectations.

• Question 553:

  Which is a likely consequence when a team consists of both full-time employees and gig workers?

  A. Full-time employees will need to take on the role of coach and connector for the gig workers on the team.
  B. Full-time employee benefits and perks will need to be offered to the gig workers on the team.
  C. Full-time employees will face challenges communicating with gig workers across the generational divide.
  D. Full-time employees will request to become gig workers.
  A. Full-time employees will need to take on the role of coach and connector for the gig workers on the team.

• Question 554:

  Content validation would be most appropriate for evaluating predictors of future job behaviors for____________?

  A. an executive position
  B. a newly created position
  C. workers that work in line functions in the organization
  D. all positions that have compensable factors
  B. a newly created position

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  Content validity is best for a newly created position because the main data used to determine validity will be the job duties in the job description. Criterion-related validity - a statistically significant relationship is to be demonstrated between the assessment and some measure of work behavior or performance. Examples of performance measures are production rates, error rates, tardiness, absences, length of service, and supervisor's ratings. Criterion validity is often divided into concurrent and predictive validity based on the timing of measurement for the assessment and outcome. Construct validity - seeks to measure the degree to which an applicant possesses psychological or behavioral traits called constructs. Constructs include intelligence, leadership ability, verbal ability, mechanical ability, manual dexterity, etc. Content validity - it representatively samples significant parts of a job, such as a filing test for a file clerk or a test of cash register operation for a grocery checker.

• Question 555:

  An organization is experiencing an influx of administrative tasks and needs additional support on a short- term basis for four hours a day. Which is the best type of contingent worker for the role?

  A. Part-time employee
  B. Temporary employee
  C. Contractor
  D. Intern
  B. Temporary employee

• Question 556:

  Which is a key component of corporate social responsibility?

  A. Adopting environmental principles
  B. Complying with local laws
  C. Overseeing efficient operations
  D. Supporting work/life balance
  A. Adopting environmental principles

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  Adopting environmental principles reflects a company's voluntary commitment to sustainable practices, which is a cornerstone of corporate social responsibility beyond mere legal compliance.

• Question 557:

  As a strategic HR practitioner, how would you approach the task of aligning HR's goals to the organization's strategy?

  A. Identify where new skills are needed.
  B. Focus on the organization's short-term goals.
  C. Align goals to the organization's legacy practices.
  D. Focus on training new employees.
  A. Identify where new skills are needed.

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  As part of its strategic management, HR creates strategies to achieve goals aligned with the organization's strategy. Identifying where new skills are needed is an example of this strategy.

• Question 558:

  During which of the following phases of organizational evolution does HR focus on change management and outplacement?

  A. introduction
  B. decline
  C. growth
  D. maturity
  B. decline

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  During the decline phase, a series of efforts directed towards turning the tide are adopted. These efforts could be in the line of cost reduction, reducing the workforce, closing down facilities, etc. Hence, change management and outplacement become the focus areas.Outplacement is a service that helps a terminated/laid-off employee with the transition to a new job, which can include resume writing, job search, and job coaching.

• Question 559:

  The extent to which rules, policies, and procedures govern the behavior of employees in the organization is ___________

  A. hierarchy
  B. formalization
  C. centralization
  D. functionality
  B. formalization

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  Formalization is the extent to which rules, policies, and procedures govern the behavior of employees in the organization.Formalization is a process in which managers specify procedures, rules and responsibilities for the employees, organizational units, and the organization as a whole - this leads to the development of processes, relationships, and operating procedures.

• Question 560:

  An employee relations manager works in a 400-person call center that is part of a larger 7,000-person organization. The center operates 24 hours a day, 7 days a week. The HR manager received an email from one of the call center employees, who indicated that he feels harassed and needs to speak with someone immediately. The HR manager makes plans to meet with the employee before his evening shift.

  The employee says that his supervisor treats him differently and is spying on him at work. He accuses her of logging onto his computer, making program changes, and sending inappropriate messages to other employees. When the HR manager asks for proof, the employee says that the manager has deleted all evidence of her activities. In addition, he believes that at least six other employees, including the marketing manager, are trying to discredit him. The employee further accuses his supervisor of

  making sexual advances toward him.

  The HR manager says that she will investigate the charges. Her first step is to speak with the supervisor. The supervisor reports that there have been problems with the employee for some time, as the HR manager can attest from looking at his file. There have been several warnings, but his behavior is becoming more erratic, and other team members do not feel comfortable working with him. The supervisor wants to proceed with termination of the employee. She is concerned that if nothing happens, she will

  start to see high-performing employees leave the organization.

  The HR manager then mentions the accusations of sexual harassment. The supervisor is angry at being accused of harassment, threatens to obtain legal counsel if this investigation proceeds, and yells, "This employee has lost his mind!" as she storms out of the HR manager's office.

  The employee leaves work at the end of his shift, gets into a car accident, and sustains minor injuries. He alerts the HR manager that he will be away from work for two weeks and, as proof, forwards a physician's note. The note accidentally includes a reference to possible mental illness. The employee also states in his email that he believes the supervisor caused the accident.

  How should the HR manager respond to the employee's charge that the supervisor caused the accident?

  A. Tell the employee that he should focus on getting better and that when he returns to work, she will further look into his allegations
  B. Dismiss the employee additional statements as untruthful
  C. Thank the employee for sharing the additional information and investigate these as part of the original concerns he raised
  D. Acknowledge the employee's statements without committing to how the additional information will be used
  C. Thank the employee for sharing the additional information and investigate these as part of the original concerns he raised

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  The HR manager's best response to the employee's charge that the supervisor caused the accident is to thank the employee for sharing the information and investigate the charge in addition?to the initial concerns raised.