SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 611:

  What is the primary difference between direct costs and indirect costs in terms of training and development?

  A. Direct costs are any costs greater than $25; indirect costs are those less than $250
  B. Direct costs are any costs associated with human talent; indirect costs are those associated with technology, such as computers
  C. Indirect costs are those associated with travel, meals and lodging; direct costs are other costs associated with training and development
  D. Indirect costs are the costs of operating the entire department; direct costs are those associated with operating a particular program
  D. Indirect costs are the costs of operating the entire department; direct costs are those associated with operating a particular program

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  Direct costs are expenses that directly go into producing goods or providing services while indirect costs are general business expenses that keep operation going.

• Question 612:

  According to Ulrich, what is the primary intent of the business partner model?

  A. Management of all HR processes for a business unit
  B. Transformation of the business unit to better align with HR directives
  C. Business processes integration and alignment of daily work with business outcomes
  D. Creation of shared services between business units to reduce HR administrative burden
  C. Business processes integration and alignment of daily work with business outcomes

• Question 613:

  A firm discovers that a parts supply vendor does not provide sanitary facilities for factory workers. What should HR recommend the organization do to address this situation?

  A. The organization should provide the facilities for the vendor's employees if the vendor does not.
  B. The organization can ignore the concern, as they have no responsibility in regard to the vendor.
  C. The organization should request that the vendor provide sanitary facilities and begin looking for another vendor.
  D. The organization should comply with local regulations to address this concern.
  C. The organization should request that the vendor provide sanitary facilities and begin looking for another vendor.

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  This is an ethical responsibility that transcends legal requirements and local norms/practices. If the contract does not require these minimum work conditions, the firm can request them and make clear that humane workplace conditions constitute a criterion for future contracts.

• Question 614:

  A midsize company has recently hired a new HR manager. The HR department is small with only three HR professionals including the HR manager. Senior leadership notices that the employees across departments, and sometimes within departments, seem to work in silos and do not interact with each other. Leadership asks the HR manager to bring some energy into the organization and build a more collaborative and engaged environment.

  What is the first step the HR manager should take in fostering a more collaborative environment?

  A. Review current practices to learn what the company is already doing regarding collaboration.
  B. Implement a rewards and recognition program for teams that collaborate the most.
  C. Establish a social events committee that includes members from a variety of departments.
  D. Arrange for periodic companywide presentations in which departments present their ongoing projects.
  A. Review current practices to learn what the company is already doing regarding collaboration.

• Question 615:

  According to Maslow, when does a need stop motivating?

  A. when the need is significantly satisfied
  B. Needs never stops motivating as physiological needs are always present
  C. when the employee returns to a lower level need
  D. when the employee operates on a higher level need
  A. when the need is significantly satisfied

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  According to Maslow, a need stops motivating when it is significantly satisfied. Once a need is satisfied, its importance to the individual diminishes, and a higher-level need is more likely to motivate the person.

• Question 616:

  Which is the most compelling reason for HR to develop an employee volunteerism program?

  A. Expanding brand awareness
  B. Improving company reputation
  C. Responding to customer pressure
  D. Increasing employee engagement
  D. Increasing employee engagement

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  Volunteerism programs engage employees by giving them meaningful opportunities to contribute to causes they care about, which boosts morale, commitment, and retention.

• Question 617:

  Several work groups have expressed "panic" about an initiative because they fear it means their groups will be eliminated. How could this situation have been avoided or mitigated?

  A. Have the CEO announce the reason for the change in an organization-wide video
  B. Control information about the plan more rigorously during implementation
  C. Meet with work groups earlier in the implementation process to answer questions
  D. Share all information gathered during the planning phase with the work groups.
  C. Meet with work groups earlier in the implementation process to answer questions

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  Inadequate and reactive communication to all stakeholders is one of the key reasons for the failure or resistance to HR initiatives. The situation would have been mitigated if communication was proactively initiated with the work groups.

• Question 618:

  Which of the scenarios below entails a strategy of differentiation?

  A. A boutique offers convenience by stocking a variety of designer items at one location
  B. A lawn-care company does weekly maintenance with safe pesticides
  C. A firm aims to develops low-end products for different customer segments
  D. A cosmetic company has a high production costs because it offers unique handmade beauty products with zero harsh chemicals and preservatives
  D. A cosmetic company has a high production costs because it offers unique handmade beauty products with zero harsh chemicals and preservatives

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  The strategy of differentiation is an approach that a business takes to develop a unique product or service that customers will find distinctive from products or services offered by competitors. Differentiation strategy is a way for a business to distinguish itself from the competition. Note the term "unique" in option D.

• Question 619:

  Which of the following is not a step towards correcting wage compression?

  A. Freeze pay of green-circle employees
  B. Rebuild pay structure
  C. Adjust salary ranges to market rates
  D. Apply merit bonuses instead of raises
  A. Freeze pay of green-circle employees

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  The term "red circle rate" is used to describe an employee whose pay is above their position's maximum rate. Conversely, a "green circle rate" is used to describe the salaries of underpaid employees, who the employer should consider paying more equitably as soon as 358 possible. Freezing pay of red circle employees is a standard method towards correcting pay inequities but green circle employees need a pay raise as their salary is below the salary range.

• Question 620:

  Which of the following jobs will most likely fall under the administrative exemption of the FLSA?

  A. Administrative officer
  B. Human Resource Manager
  C. Software programming language expert
  D. Non-executive director
  B. Human Resource Manager

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  To qualify for the administrative employee exemption, all of the following tests must be met: the employee must be compensated on a salary basis at a rate not less than $455 per week; the employee's primary duty must be the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer's customers; and the employee's primary duty includes the exercise of discretion and independent judgment with respect to matters of significance. HR professionals are exempt under the administrative exemption. (In a final rule, the DOL is raising the "standard salary level" from the currently enforced level of $455 per week to $684 per week (equivalent to $35,568 per year for a full-year worker);raising the total annual compensation requirement for "highly compensated employees" from the currently enforced level of $100,000 per year to $107,432 per year. The final rule is effective on January 1, 2020).