SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 641:

  Angst organization just completed its strategic planning process successfully. Which of the following actions would the Angst organization have taken during the strategy formulation phase?

  A. Preparing budgets for forecasted projects
  B. Conducting feedback focus groups
  C. Creating an effective organizational structure
  D. Deciding on the organization's mission
  D. Deciding on the organization's mission

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  While all of these actions play a role in strategic planning, they do not all take place during strategy formulation, which is the first phase of the strategic planning process. This phase of the process is dedicated to the development of a mission statement, vision, and values, which guide the rest of the strategic planning process and the activities to come. The remaining activities take place in the development, implementation, and evaluation phases.Strategy Planning Process includes;Strategy Formulation (gather and analyze internal/external info-development of mission, vision and values)Strategy Development (of strategic goals, and tactics-strategic plan)Strategy Implementation (of tactics, action plan-process of strategic management)Strategy Evaluation (of results, both continually and at designated intervals)

• Question 642:

  A company's HR policies require updating to reflect a newly acquired international location. Which of Hofstede's cultural dimensions should be utilized when that society highly values reducing risk and instability?

  A. Long/short term avoidance
  B. Uncertainty avoidance
  C. Individualism
  D. Power distance
  B. Uncertainty avoidance

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  Uncertainty avoidance measures a society's tolerance for ambiguity and risk; high uncertainty avoidance cultures favor clear rules and stability, so HR policies should be adapted to provide structured guidelines in that location.

• Question 643:

  When designing a compensation bonus structure for an international company, it is most important for the VP of HR to analyze which cultural values in each region?

  A. Individualism versus collectivism
  B. Masculinity versus femininity
  C. Low power versus high power distance
  D. Long-term versus short-term orientation
  A. Individualism versus collectivism

• Question 644:

  A sales executive at a software company submits a reimbursement for a client meal at a restaurant as a business expense. The expense is 10 times the normal amount. The company's reimbursement policy does not explicitly outline what expenses are considered excessive, but it does have recommendations for spending limits. The accounting VP tells the HR director and sales leader that the sales executive should personally pay for the expense because the amount exceeds the recommended spending limit outlined in the reimbursement policy. The sales executive argues the charges are a reasonable business expense necessary to secure a large sale for the company. The sales executive also argues that the accounting division previously submitted and reimbursed similar expenses. The sales executive is considered integral to team success as a strong salesperson, and the sales leader does not want the sales executive disciplined due to the ambiguity of the reimbursement policy.

  The VP confirms the sales executive's statement of past reimbursements exceeding the spending recommendations were approved without questions. How should the HR director develop accountability for the VP regarding policy-defined excessive reimbursements?

  A. Request an audit of all expense reimbursements approved by the VP.
  B. Ask the VP to ensure future reimbursements meet the reimbursement policy.
  C. Inform the VP that it is their responsibility to enforce the reimbursement policy in the team.
  D. Add information to the policy detailing the maximum amount allowed for reimbursements.
  A. Request an audit of all expense reimbursements approved by the VP.

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  Conducting an audit of reimbursements the VP approved creates transparency around past exceptions, establishes a factual basis for enforcement, and holds the VP accountable to the policy's spending guidelines.

• Question 645:

  Radish is in the IT department and is proficient in a programming language that she learnt 5 years ago. The management of the company recently required all staff in the IT department to undertake a training of the most recent programming language. Radish has spent 2 months learning the new language but she has made little progress. Her boss has told her to keep at it and eventually she will be proficient. Radish is experiencing what type of learning curve?

  A. Decreasing returns learning curve
  B. S-shaped learning curve
  C. Negatively accelerating learning curve
  D. Positively accelerating learning curve
  D. Positively accelerating learning curve

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  Positively accelerating learning curve occurs where the rate of increased learning is slow in the beginning and then it increases until the maximum potential for learning is reached. This usually occurs when the employee is learning a complex, unfamiliar or new task. It is also called increasing returns learning curve.

• Question 646:

  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.

  The HR manager learns that customers' car reservations are incomplete because assistant managers are quitting and no one is taking the initiative to complete the work they had not finished. Which action should the HR manager recommend to branch managers to resolve this?

  A. Hold a team meeting to ask for volunteers who are willing to take on unfinished work when assistant managers leave.
  B. Advise branch managers that they should take on the work left by assistant managers to set an example for the other staff.
  C. Contract with an agency to provide temporary reservation agents when assistant managers leave the organization.
  D. Outline the reservation process with branch managers to define lines of responsibility for the work when assistant managers leave.
  D. Outline the reservation process with branch managers to define lines of responsibility for the work when assistant managers leave.

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  Defining the reservation workflow and delegating specific responsibilities ensures that unfinished tasks are systematically reassigned when an assistant manager departs, maintaining service continuity.

• Question 647:

  A consultant hypothesizes that departments are duplicating work that has already been done by other departments. Which approach should the company engage in to start streamlining operations?

  A. Conduct a value chain analysis of work across the different departments.
  B. Ask HR to draft new job descriptions outlining unique work tasks to reduce work overlap.
  C. Outsource the jobs that perform repetitive processes to improve internal operations.
  D. Send request for proposals to technology vendors to automate the repeated work.
  A. Conduct a value chain analysis of work across the different departments.

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  Conducting a value chain analysis maps out all departmental activities, revealing duplicated processes and highlighting areas for consolidation and efficiency improvements.

• Question 648:

  In the Derulic plant, supervisors realize that their employees tend to produce optimally when under passive leadership. Therefore, a relationship has evolved between the employees and the supervisors where the employees maintain high production while the supervisor respects the norms of the employee informal culture. This is an example of?

  A. Implied employment contract
  B. Human Resource contract
  C. Psychological contract
  D. Express employment contract
  C. Psychological contract

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  A psychological contract is an unwritten implicit contract that represents the mutual beliefs, perceptions and informal obligations between an employer and an employee. It sets the dynamics for the workplace relationship between employer and employee, and includes qualities such as respect, compassion, job security, objectivity, and trust.

• Question 649:

  What is the most effective way to control hazards and their negative consequences?

  A. Isolate workers from the hazard
  B. Replace the hazard
  C. Eliminate the hazard from the workplace
  D. Protect the worker with Personal Protective Equipment (PPE)
  C. Eliminate the hazard from the workplace

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  Identifying and mitigating exposures to occupational hazards before work begins is the objective of all safety and health professionals. NIOSH defines five rungs of the Hierarchy of Controls: elimination, substitution, engineering controls, administrative controls and personal protective equipment. The hierarchy is arranged beginning with the most effective controls and proceeds to the least effective. Elimination of a hazard is the most effective control, while providing PPE is the least effective.

• Question 650:

  A company experienced a high degree of turnover during the past year. The hiring manager says that the applicant pool has been weak lately and they have had trouble finding qualified candidates to hire from within the pool which HR provides. HR has relied heavily on recruiting by word of mouth, which in the past has generated applicants that fit the company's culture. The award for referrals that result in hiring has also been popular with employees. What would be the best way for HR to bring in more qualified candidates?

  A. Post job openings on Internet job sites and examine the effect on the applicant pool
  B. Talk to senior leaders to figure out which types of jobs are most difficult to fill through word of mouth
  C. Investigate how other organizations are identifying qualified applicants
  D. Interview hiring managers to determine the specific gaps in knowledge and skills that need to be addressed
  A. Post job openings on Internet job sites and examine the effect on the applicant pool

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  The best way for HR to bring in more qualified candidates would be to post job openings on Internet job sites and examine the effect on the applicant pool. Note that the question is specific on how to bring in qualified applicants. Note that in most cases, word-of-mouth recruiting is perfectly legal, however there are some instances where word-of-mouth recruiting may be considered an illegal job recruitment tactic.For example, if an organization consists of ten employees who are all white men in their 30s. The company asks their employees if they know anyone who is currently looking for a job. Several of the employees provide names of family members, friends, or colleagues to their employer. In this scenario, it's possible that many, if not all, of the people referred by the employees will also be white males in their 30s. Therefore, if the company continues to rely only on word-of-mouth recruiting, they could be inadvertently discriminating against potential applicants of other races, genders, colors, national origins, ages, and disabilities.To prevent this problem, the EEOC recommends that companies only rely on word-of-mouth recruiting if they already have a diverse workforce. If the workforce is diverse, the people who are referred to the employer for openings will also be diverse.