SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 631:

  On what basis can an HR professional encourage corporate executives of a global corporation to expand recruitment into more culturally diverse talent pools?

  A. Diverse employee groups will encourage intra-cultural strengths and intercultural competition
  B. A diverse workforce supports the organization's strategic plan to have a corporate presence in Southeast Asia and North Africa
  C. Diversity facilitates creative strategies, and structures which are legally required for global executive management roles
  D. Certain countries have stricter regulations on polycentric leadership and require an equal ratio of local to expatriate talent
  B. A diverse workforce supports the organization's strategic plan to have a corporate presence in Southeast Asia and North Africa

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  A diverse workforce is the best option for an organization that has a strategy to penetrate global markets. Global diversity offers rich opportunities for company growth through an increased talent pool, wider consumer base, and additional revenue streams.

• Question 632:

  Which documentation strengthens a claim of harassment against an employer?

  A. Names of witnesses to the harassment
  B. Details of the harassment type
  C. Instances of retaliatory behavior
  D. Location where the harassment occurred
  B. Details of the harassment type

• Question 633:

  Due to a global health crisis a manufacturing company halts operations for an indefinite time period. The HR manager reviews the company's crisis response plan but does not find information about paying employees. Which element was most likely skipped during the crisis planning stage?

  A. The specific health issue was not listed as a potential risk to the company.
  B. A response team was not already identified and trained.
  C. The impact on the company was not identified.
  D. The company did not have an emergency payroll savings plan.
  D. The company did not have an emergency payroll savings plan.

• Question 634:

  The Team company engages in a robust organizational socialization program. The company's program would most likely apply to employees who get promoted and those who are:

  A. part of a succession plan
  B. identified as High Potential (HiPo) employees
  C. changing career paths
  D. working in line units that directly advance the company
  C. changing career paths

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  Organizational socialization (think of onboarding) is defined as a learning and adjustment process that enables an individual to assume an organizational role that fits both organizational and individual needs. It occurs when an individual assumes a new or changing role within an organization. New employees, employees getting promoted, and those who are changing career paths (lateral transfers) are most likely to participate in the organizational socialization program.

• Question 635:

  A corporation is examining internal business units to find redundancies that can be eliminated. What is this an example of?

  A. Merger
  B. Reengineering
  C. Restructuring
  D. Acquisition
  C. Restructuring

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  There are several structural changes affecting workforce populations. These changes include reengineering, corporate restructuring, workforce expansion, workforce reduction, and mergers and acquisitions.Corporate restructuring looks at individual units in the organization to reduce or eliminate redundancy or bureaucratic process in order to reduce costs and increase production. Reengineering involves looking at the entire organization to simplify or eliminate unnecessary processes with the goal of increasing customer satisfaction through improvements in efficiency.Reengineering is about rethinking and redesigning a new process capable to ensure efficient objectives achievement; restructuring is more about cost-cutting, especially people related costs, hence staff reduction

• Question 636:

  The HR manager is developing a plan to address employee work expectations based on the results of a recent employee survey. Which proposed change is most likely to result in long-term improvements?

  A. Allow flexible hours.
  B. Implement job sharing.
  C. Introduce a compressed workweek.
  D. Involve employees in decision-making.
  D. Involve employees in decision-making.

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  Involving employees in decision-making taps into their insights, fosters ownership, and drives sustainable improvements in work expectations rather than temporary scheduling changes.

• Question 637:

  Tunu graduated from college two years ago and began working at Lentil Electronics. Tunu has received excellent performance evaluations and a raise. However, Tunu just found out that Fanti, a recent college graduate with no experience has been hired at a higher salary than Tunu is now making. Which theory will Tunu probably use in evaluating this situation?

  A. expectancy
  B. equity
  C. reinforcement
  D. Hierarchy of Needs
  B. equity

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  Adams' Equity Theory calls for a fair balance to be struck between an employee's "inputs" (hard work, skill level, acceptance, enthusiasm, and so on) and their "outputs" (salary, benefits, intangibles such as recognition, and more).According to the theory, finding this fair balance helps to achieve a strong and productive relationship with the employee, with the overall result being contented, motivated employees.

• Question 638:

  A regional government office runs a media broadcasting station that is funded almost entirely by individual and corporate donations. An eight-person team is in charge of planning and coordinating the receipt of gifts including entertaining guests with the CEO and asking philanthropists for large contributions. The manager of the team is results-driven and has consistently led the team to achieve challenging goals for five years. The manager recently moved further away from the office to afford higher quality education. The manager sends an urgent email to the HR director indicating an immediate need to work remotely three days per week. The manager also wants to avoid commuting traffic and come into the office after 11 am. The office has a flexible schedule policy but it has not been reviewed in some time.

  The manager is one of the office's top-performing employees with considerable influence over other employees' opinions about how the office is managed. What should the HR director do to prevent disruption to station operations while the flexible schedule policy is reviewed?

  A. Issue an officewide statement indicating that HR is reviewing the flexible schedule policy and may make revisions.
  B. Ask the manager to be patient while HR reviews the flexible schedule policy.
  C. Meet with the manager to explain the objective and timeline of the review process and ask for the manager's support in the interim.
  D. Conduct an onsite meeting with all employees at the broadcasting station to solicit input and discuss options and concerns.
  C. Meet with the manager to explain the objective and timeline of the review process and ask for the manager's support in the interim.

• Question 639:

  This role of HR encompasses what is regarded as transactional activities:

  A. Requisite
  B. Strategic
  C. Operational
  D. Administrative
  D. Administrative

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  The Administrative role of HR comprises of what is regarded as transactional activities such as record- keeping and managing compliance-related tasks.

• Question 640:

  What characteristic distinguishes effective OED interventions?

  A. Extensive involvement of stakeholders in defining problems and developing solutions
  B. Delivery of immediate, short-range results
  C. Cultural transformation
  D. Identification and isolation of performance issues from their organizational context
  A. Extensive involvement of stakeholders in defining problems and developing solutions

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  Effective OED intervention ensures the extensive involvement of stakeholders from start to finish of the intervention. Stakeholders are more likely to accept change that they have been involved in creating.