SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 571:

  The production and operations senior executive of a conglomerate has lost several staff members to the same competitor in a different industry in the last three months. This development has not affected the department's ability to meet its quarterly targets. Which type of report can HR share to ease this situation?

  A. Staff turnover report
  B. Performance parameter results
  C. Staff retention report
  D. Business intelligence report
  C. Staff retention report

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  A staff retention report uses insights from exit interviews, surveys, and focus groups to determine an organization's retention rate, the reasons employees leave their jobs, how working conditions can impact the reasons employees leave, and what can be done to improve staff retention levels. Note that a turnover report only provides an analysis of the number of terminated employees within a company's total employee count for a specified period.

• Question 572:

  A car rental company is experiencing high turnover among assistant managers and many new assistant managers are not meeting performance expectations. This is causing the company to lose credibility among its customers. The current selection process for assistant managers involves a phone screen with a thirdparty company. During the phone screen, applicants are asked to talk about their work experience and to describe why they are interested in the position and working for the car rental company. All candidates who meet the minimum qualifications for the position and demonstrate enthusiasm for the role and the company are recommended by the third-party company to the branch manager for an in-person interview. Branch managers interview these candidates and have the freedom to develop and ask their own interview questions. Ultimately, the hiring decision is left to the particular manager 's judgment. Senior leadership asks the HR manager to review the selection procedures and provide recommendations for improving talent management.

  Senior leadership at the company suggests to the HR manager that the hiring process should be more comprehensive so that candidates' cultural fit with the company can be determined. Based on this input, which action taken by the HR manager would be most effective?

  A. Provide the third-party company and branch manager with interview questions that align with company culture.
  B. Add interviews with other employees at the company before the interview with the branch manager.
  C. Require that multiple branch managers interview candidates before a hiring decision is made.
  D. Include an interview with the HR manager before the interview with the branch manager.
  A. Provide the third-party company and branch manager with interview questions that align with company culture.

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  Equipping both the third-party screeners and branch managers with standardized, culture-aligned questions ensures every candidate is consistently assessed for fit throughout the process.

• Question 573:

  __________ are cultures in which the power relations are paternalistic, autocratic, and where there is centralized authority.

  A. High power distance
  B. Low power distance
  C. Military-based
  D. Collectivist
  A. High power distance

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  High power distance cultures are cultures in which the power relations are paternalistic, autocratic, and where there is centralized authority.Low power distance cultures are cultures in which members of the society value equality and democracy, and it is more acceptable for those who are junior in age or rank to question authority.

• Question 574:

  An organization is faced with the challenge of offering robust benefits to retain top talent while staying within budget. How does a benefit needs assessment help address this concern?

  A. Addresses employee engagement levels that impact productivity
  B. Determines employee willingness to pay an increased portion of the benefit coverage
  C. Understand what benefits have a positive impact on attracting and retaining talent
  D. Helps to align the corporate strategy with the Employee Value Proposition
  C. Understand what benefits have a positive impact on attracting and retaining talent

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  A needs assessment is a systematic process for determining and addressing needs, or "gaps" between current conditions and desired conditions. Completing a benefits needs assessment and analyzing the corresponding information allows the organization to revise benefit offerings to ensure top talent is retained.

• Question 575:

  Which of the following is a legal consequence of the Sarbanes-Oxley Act?

  A. Private companies are allowed to conduct their initial public offerings.
  B. It created the Financial Stability Oversight Council to monitor risk in the financial system
  C. CEOs may be imprisoned for fraudulent financial reports
  D. Audit firms must alternate every two years.
  C. CEOs may be imprisoned for fraudulent financial reports

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  Under SOX, The CEO and the CFO must certify all financial statements filed with the SEC. Sarbanes- Oxley Act states that if top corporate executives knowingly sign off on a false financial report, they're subject to a prison term of up to 10 years and a fine of up to $1 million, with penalties escalating to 20 years and $5 million if their misconduct is willful.SOX creates a personal incentive for the CEO to insist that employees behave and follow the rules. Option B refers to the Dodd-Frank Act, Option D under SOX is every 5 years.

• Question 576:

  What is a generally recognized employer right?

  A. Setting of wages without interference
  B. Routine physical searches of employees
  C. Setting of work hours and workday length
  D. Control of intellectual property
  D. Control of intellectual property

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  Companies often hire and invest in employees to develop new products, improve processes, create new technologies and develop new markets based on these, employers generally own the intellectual property created by its employees in the course of their employment (work for hire). Minimum wage laws make option A wrong and some wages are negotiated. There must be a reasonable cause before searches take place. A duty is an obligation and a right is an entitlement.

• Question 577:

  HR's attempt to measure the value of the human talent of an organization is known as which of the following?

  A. Strategic management
  B. Resource allocation
  C. Talent Management
  D. Human capital projecting
  D. Human capital projecting

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  Human capital projecting is a budgetary activity that is part of the overall strategic management of the resources necessary to achieve organizational outcomes.

• Question 578:

  Jolomi is a new employee with First Things LLC. Her supervisor explains her job to her and indicates that she will have ample control over her job once she develops her skills and proves her competence. He also states that he is impressed by her job history of taking on projects with great responsibility and tells her she can and should offer constructive criticism about work methods and structure in the department. Jolomi's supervisor seems to assume that her nature is:

  A. Theory X
  B. Theory Y
  C. based on the Expectancy theory.
  D. based on Herzberg's motivation-hygiene theory.
  B. Theory Y

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  Theory Y managers have an optimistic opinion of their people, and they use a decentralized, participative management style. This encourages a more collaborative , trust-based relationship between managers and their team members.

• Question 579:

  Which step should HR take before negotiating a final employment offer with a candidate who wants a higher salary than initially offered?

  A. Determine the highest salary offer that is fair to the candidate and current employees.
  B. Ask the candidate about how their current expectation relates to their salary history.
  C. Counter their request by offering a flexible work schedule instead of a higher salary.
  D. Inquire about the minimum salary offer at which they would reject the offer outright.
  A. Determine the highest salary offer that is fair to the candidate and current employees.

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  Establishing the maximum fair salary based on internal equity and market data gives HR a firm negotiation boundary and ensures consistency with current employees before entering discussions.

• Question 580:

  In an exit interview by a third party consultant, the Head of Operations stated that he resigned because the executives punished him for using the company credit card by instituting an ethical inquiry even when he offered to pay the sum back to have the record expunged from his employment record. He said his offer was refused despite the fact that something similar had happened to the Head of HR and the record was expunged when she only paid half of what she spent. He hinted that this happened because HR is responsible for administering fringe benefits. This is an example of which of the following?

  A. Disparate treatment
  B. Misuse of fiduciary responsibility
  C. Distributive justice
  D. Procedural justice
  C. Distributive justice

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  Distributive justice refers to the perceived fairness of one's outcomes. The key issues here is that the Head of Operations believes his outcomes were different from another, therefore they were not fair.