SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 51:

  A fairly small organization is headquartered in a relatively remote location, far from major metropolitan areas. Due to the location, the organization has historically struggled to fill positions with external candidates, forcing it to rely on internal candidates to fill many non entry-level positions. The organization notices that it is having issues retaining potential talent, who are leaving to find promotional opportunities elsewhere. Which internal recruiting method should the organization use to retain potential talent and fill the non-entry-level positions?

  A. Succession planning
  B. Employee referrals
  C. Job posting
  D. Nominations
  A. Succession planning

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  Succession planning would help address two of the issues that the organization has identified by (1) identifying potential talent and preparing them to be promoted within the organization and (2) providing the employees with a road map and a glimpse of their future potential within the company. This may help prevent employees from looking for opportunities outside of the organization, and it could provide better- prepared candidates for open positions. Nominations, job postings, and employee referrals may help attract more applicants internally but wouldn't necessarily provide the same benefit of retaining potential talent.

• Question 52:

  The executive leadership team at a global IT company with over 300,000 employees in 140 countries decides they want more information about the state of the talent at the organization. They are concerned that they do not have enough insight about the talent pool across the organization. This has prevented HR from identifying and planning for retention risks and has caused delays in filling critical positions. Additionally, leaders across the organization lack an effective way to identify the best staff for their teams and must rely on recommendations from others. The VP of HR is asked to identify a talent management software solution and oversee its companywide implementation.

  Which action should the VP of HR take first to identify a talent management software solution?

  A. Contact colleagues at similar organizations to ask which software solution they use.
  B. Ask the IT department for information related to the technological constraints of the organization.
  C. Conduct a needs analysis to understand the requirements needed to address the current risks.
  D. Determine the budget available for the purchase and implementation of the software system.
  C. Conduct a needs analysis to understand the requirements needed to address the current risks.

• Question 53:

  The most appropriate method to decide a budget without the advantage of historical information is?

  A. Capital budgeting
  B. Flat budgeting
  C. Formula budgeting
  D. Zero-based budgeting.
  D. Zero-based budgeting.

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  Zero-Based Budgeting (ZBB) is a method of budgeting in which all expenses must be justified and approved for each new period. ZBB is more time-consuming and complex than historical budgeting but offers businesses a powerful cost reduction opportunity by reducing "budget bloat" while prioritizing smart decision making and strategic allocation of resources.

• Question 54:

  HR tactical goals and action plans are communicated through which of the following strategic tools?

  A. BCG Matrix plan
  B. Human capital management plan
  C. Needs assessment
  D. Corporate objectives
  B. Human capital management plan

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  The human capital management plan is the tool HR uses to communicate direction, desired results, objectives, action plans, and key measurables. It seeks to correlate HR action items with the company's strategic plan.

• Question 55:

  Which of the following is NOT an environmental scanning tool?

  A. SWOT Analysis.
  B. PEST Analysis.
  C. Employee survey.
  D. Porter's 5 forces.
  C. Employee survey.

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  Environmental scanning is a process that systematically surveys and interprets relevant data to identify external opportunities and threats. Employee survey is not an environmental scanning tool.

• Question 56:

  What term did Perlmutter use to describe a multinational enterprise whose subsidiaries are not satellites or independent bodies but instead participate with Headquarters as a network?

  A. Ethnocentric
  B. Polycentric
  C. Regiocentric
  D. Geocentric
  D. Geocentric

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  Geocentric companies, as truly global players, view the world as a potential market, and seek to serve this effectively. Geocentric management can recognize the similarities and differences between the home country and the international markets. It combines ethnocentric and polycentric views; in other words, it displays the "think global, act local"ideology.The geocentric orientation represents a synthesis of ethnocentrism and polycentricism into a "world view" that sees similarities and differences in markets and countries, and seeks to create a global strategy that is fully responsive to local needs and wants. The case of European Silicon Structures illustrates the practice of geocentric organizations.

• Question 57:

  At a regional power company, managers are in charge of assigning training and development opportunities to their employees. These opportunities are sponsored by the company, and employees are entitled to their regular pay while attending training and development sessions. Recently, there has been a growing number of complaints that managers were engaging in favoritism by only assigning these training and development opportunities to their favorite employees. Favoritism violates company policy, which states that all employees must be given equal opportunities. The HR director aims to address this issue.

  Some managers claim that they assign training and development opportunities to their high-performing employees as they believe it is an incentive to stay at the company. How should the HR director determine whether this has been effective as an objective?

  A. Analyze the association between employee turnover rates and participation in training and development.
  B. Review employee turnover rates to determine whether there is actually a need to incentivize retention.
  C. Examine industry trends on the effectiveness of training and development on employee retention.
  D. Survey high-performing employees on whether they feel training and development opportunities encourage them to stay at the company.
  A. Analyze the association between employee turnover rates and participation in training and development.

• Question 58:

  An HR manager is creating an employee attitude survey. Which should be the most integral part of the survey?

  A. Questions should be asked about individual thoughts and opinions.
  B. Survey results should be verified through other sources.
  C. Responses measured should have a direct impact on the organization's performance.
  D. Qualitative questions should be included in a quantitative survey.
  C. Responses measured should have a direct impact on the organization's performance.

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  Measuring responses that directly impact organizational performance ensures the survey yields actionable data aligned with business objectives.

• Question 59:

  Which of the following situations is legal under the common law concept of employment-at-will?

  A. Firing an employee who habitually reports late for work
  B. Checking the criminal records of applicants for a security position
  C. Hiring a permanent replacement for an employee who is injured and is claiming workers' compensation benefits
  D. Reporting a former employee's past behavior to potential employers
  A. Firing an employee who habitually reports late for work

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  At-will employment means that an employer can terminate an employee at any time for any reason, (except an illegal one) or for no reason without incurring legal liability. Likewise, an employee is free to leave a job at any time for any or no reason with no adverse legal consequences. There are five main exceptions to at-will employment: public policy, implied contracts, discrimination and/or retaliation, and fraud and/or misrepresentation. Note that these exceptions do not apply to every state in the USA.

• Question 60:

  "Even though there is an over-arching HR strategy, it is debilitating to the company to keep having independent HR functions in our product units because it is cost-intensive and has led to variations in HR practices in the organization". The speaker is most likely referring to__________?

  A. a hybrid HR model
  B. a dedicated HR model
  C. a decentralized HR model
  D. a functional HR model
  C. a decentralized HR model

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  In a decentralized HR structure, strategy and policies are created by Headquarters HR while HR in the business units operate and make decisions on HR processes independent of the other units. In this structure, HR policies and practices differ significantly across locations. Note that in a Dedicated HR model, each business unit will have its own strategy and policy.