SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 581:

  Which of the following is not a requirement by the Employee Retirement Income Security Act of 1974 (ERISA) ?

  A. Sets maximum standards for most voluntarily established retirement and health plans in private industry.
  B. Employers are to provide participants with information about health and pension plans called the Summary Plan Description (SPD).
  C. Fiduciaries must act prudently and must diversify the plan's investments in order to minimize the risk of large losses.
  D. Participants have the right to sue for benefits.
  A. Sets maximum standards for most voluntarily established retirement and health plans in private industry.

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  The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards (not maximum standards) for most voluntarily established retirement and health plans in private industry to provide protection for individuals in these plans.

• Question 582:

  __________ is shaped by employees' concern to earn a living, and to meet minimal expectations of the employer and their co-workers.

  A. Task engagement
  B. Material engagement
  C. Pay-based engagement
  D. Transactional engagement
  D. Transactional engagement

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  Transactional engagement is shaped by employees' concern to earn a living, and to meet minimal expectations of the employer and their co-workers.

• Question 583:

  In a medium-sized organization, HR is responsible for orientation program for all new hires. Surveys indicate that employees that have gone through the orientation program felt as though the program did not help them prepare for their new position and it was poorly presented. Which best describes how HR should attempt to ensure that the orientation program is useful to employees?

  A. Compare the performance of candidates who attended the program to that of candidates who did not attend the program
  B. Employ trained onboarding specialists to ensure the orientation results in highly skilled, experienced employees
  C. Replace the current program with another that has been developed through the ADDIE process.
  D. Conduct pilot programs to gather feedback that will be used to revise the orientation program before officially launching the program.
  D. Conduct pilot programs to gather feedback that will be used to revise the orientation program before officially launching the program.

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  The best option is to conduct pilot programs before the official launch of the orientation. A pilot test or pilot program is a small-scale short-term effort where the training is introduced to a small group to provide data about its feasibility before it is implemented on a large scale. Running a pilot program lets HR test the training on a small scale to determine if it will be a viable option for the company; to verify whether the content and design of the program adequately meets objectives, and to identify if there are better ways for the instructor to present the information. A pilot can also provide data about the real- world impact of a training, and is used to revise and improve the learning product before it is rolled out to the entire workforce.

• Question 584:

  Which is the best approach to improve a benefit program's impact on employee retention?

  A. Targeting benefits to the needs of specific groups
  B. Increasing awareness of available benefits
  C. Assessing benefit efficiency and cost-effectiveness
  D. Implementing new benefits based on benchmarks
  D. Implementing new benefits based on benchmarks

• Question 585:

  According to the Equal Pay Act of 1963, which working condition requires equal pay?

  A. Separate first-shift production lines
  B. Varied geographic locations
  C. Different production levels
  D. Shifts on different days of the week
  C. Different production levels

• Question 586:

  A 500-employee manufacturing company has won a $4 million federal government contract and must produce 100,000 drones over the next three months. Presently, the production department runs three shifts and utilizes 150 skilled workers per shift. Normal production for the company is 80,000 drones per month. The manufacturer must maintain its current production and fulfill the new order. Currently, it has 30,000 drones in inventory. Which of the following staffing strategies will work best in this situation?

  A. Require supervisors and managers to assist in the production area
  B. Recruit quality inspectors and interns to increase production and ensure quality standards are met
  C. Hire temporary workers for a fourth shift
  D. Require present workers to work overtime
  D. Require present workers to work overtime

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  Note that the timeframe is short-term (three months) therefore hiring and training new employees is an expensive long-term intervention. However, the present workers are skilled and working overtime is the most appropriate staffing solution to the scenario.

• Question 587:

  A small, family-owned transportation business is experiencing financial difficulties. Last year's revenue was much lower than expected, so the business is beginning to reduce its expenses. The business usually leases specialized equipment for all employees to make complicated transports more efficient, and these make up about a quarter of each employee's transports. This year, only half of the employees will have access to this equipment. The couple that owns the business has several relatives working for the business, all of whom are given access to the specialized equipment. Other employees at the business have made anonymous complaints to the business's HR manager about this situation. They are concerned the lack of access to equipment will negatively affect their performance ratings. Supervisors make these ratings on several performance dimensions, including speed and quality of the transports as well as customer service. The ratings inform promotions and pay raises. Employees are also spreading rumors that the business will begin laying off employees soon and the relatives of the owners will be protected from losing their jobs. All these issues are leading to low employee engagement and morale. The HR manager, who is not related to the owners, needs to address the issues.

  Which action should the HR manager take to ensure performance ratings are made fairly for all employees during upcoming performance reviews?

  A. Instruct supervisors to consider whether an employee has access to specialized equipment when making ratings.
  B. Advise employees who do not have access to specialized equipment to tell their supervisors how it has affected their performance.
  C. Remove speed and quantity of transports as performance dimensions for employee ratings.
  D. Adjust ratings for employees without specialized equipment to be similar to those of employees with specialized equipment.
  A. Instruct supervisors to consider whether an employee has access to specialized equipment when making ratings.

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  Guiding supervisors to factor in equipment access ensures ratings account for resource differences, promoting equitable and fair evaluations.

• Question 588:

  What is the first thing an organization should do if they fear their employees are being lured away by more money elsewhere?

  A. Conduct a compensation analysis
  B. Offer performance incentive bonuses
  C. Prepare a business case that captures the reasoning for initiating a comprehensive compensation structure
  D. Implement procedural and distributive justice in the corporate compensation structure
  A. Conduct a compensation analysis

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  Compensation analysis shows the employer whether or not they are paying their employees a reasonable rate. Performing a compensation analysis ensures your organization's pay decisions are in line with both external factors (market rate) as well as internal needs (company strategy). It incorporates salary surveys, salary benchmarking, and helps the organization attract, retain and engage its employees.

• Question 589:

  A global company concerned with consistency among locations will likely use this approach to goal- setting.

  A. Dedicated model
  B. Local Responsiveness
  C. Global integration
  D. Polycentric model
  C. Global integration

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  Global integration is the degree to which the company is able to use the same products and methods in other countries. Local responsiveness is the degree to which the company must customize their products and methods to meet conditions in other countries. Global Integration involves global companies integrating their activities on a global basis to realize economies of scale and achieve cost reduction. A key motivation of Global Integration is the need of efficiency it enables companies to expand manufacturing globally and achieve economies of scale, which results in more standardized products

• Question 590:

  __________ is the HR structure that allows businesses with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs;

  A. Dedicated HR.
  B. Functional HR.
  C. Shared services.
  D. Best of breed model.
  A. Dedicated HR.

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  Dedicated HR service model is the HR structure that allows businesses with different strategies in multiple units to apply HR expertise to each unit's specific strategic needs.