SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 671:

  The Decal organization is downsizing its workforce due to increased competition in its operative industry. The HR manager has to decide which question should be included in an employee opinion survey. Which would you select?

  A. What can management do to improve the profitability levels of the organization?
  B. What do you feel about the assurance of your employment with the organization?
  C. Does your manager seek your views about work procedures?
  D. Do you feel the pay level you are on is adequate comparable to similar firms in the industry?
  C. Does your manager seek your views about work procedures?

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  Employee opinion survey seek to gain opinions on specific WORK PROCESSES an employee performs, safety procedures, or some other issue the employer may be evaluating or considering. Note that the company is "downsizing" so the most appropriate question is option C.

• Question 672:

  The needs for achievement, power, and affiliation are part of whose theory?

  A. Frederick Herzberg's
  B. David McClelland's
  C. Douglas McGregor's
  D. Victor Vroom's
  B. David McClelland's

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  McClelland's Theory of Needs states that every person has one of three main driving motivators: the needs for achievement, affiliation, or power. These motivators are not inherent; we develop them through our culture and life experiences.

• Question 673:

  A HR manager attempting to determine if the cost of a new HRIS system will equal the return within ten months is using which of the following types of measures?

  A. Cost-benefit analysis
  B. Training investment factor
  C. Break-even analysis
  D. Return On Investment
  C. Break-even analysis

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  A break-even analysis is a financial calculation that weighs the costs of a new business, service or product against the unit sell price to determine the point at which you will break even. In other words, it reveals the point at which you will have sold enough units to cover all of your costs

• Question 674:

  This role of HR includes routine activities of HR such as hiring, recruiting, onboarding, employee communication:

  A. Operational
  B. Administrative
  C. Day-to-day
  D. Strategic
  A. Operational

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  Operational HR encompasses the highly visible, daily, tactical activities essential to maintaining a workforce such as hiring, recruiting, onboarding, employee communication etc.

• Question 675:

  Which of the following is a valid Bona Fide Occupational Qualification (BFOQ)?

  A. a woman was not hired for a construction project because turnover rates among women is higher than men in the construction industry.
  B. a woman was not hired for a sales position because women are less capable of aggressive salesmanship
  C. a woman was not considered for the role of Abraham Lincoln in a movie
  D. a man was not hired for the role of an airline attendant based on employer requirements
  C. a woman was not considered for the role of Abraham Lincoln in a movie

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  BFOQ can apply in terms of sex when a movie company requires that only men can play the role of a male character such as Abraham Lincoln.

• Question 676:

  A HR director involves a HR trainee in developing the Total Quality Management (TQM) initiative that the organization intends to deploy in the production department in a bid to ensure continuous improvement in quality and reduce manufacturing defects by 30%. What career development activity does this describe?

  A. Career management
  B. Organizational development
  C. Career planning
  D. Learning and development
  A. Career management

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  By involving the employees in the employer's TQM initiative, the HR director is aiming to align the employee's career opportunities with the developmental direction of the company.Career management is the?process of selecting, evaluating, hiring, and developing employees.; while career planning is a process in which the individual employee determines and implements actions to achieve certain career goals. Career planning identifies personal abilities, while career management focuses on organizational staffing needs. Career planning focus on the individual, while career management focuses on the job/company.image credit: www.slideplayer.com

• Question 677:

  A new HR director is hired into the HR department of one at a midsize, engineering company. The HR director immediately notices that, unlike all other major departments, HR is never invited to any important meetings, or involved in strategic discussions. The president of the company sees the sole use of an HR department as meeting legal requirements and the core duties of the HR director are to onboard new employees, help them complete their paperwork and address employee complaints. The HR director sees several areas where HR can add value to the company such as improving employee engagement, automating various HR systems, and introducing a performance review process. The HR director recognizes that the company needs one to two additional HR employees to truly be able to implement these important initiatives. When the HR director asks the president about the possibility of hiring two new HR employees, the president laughs and replies that one HR employee is costing the company more than enough.

  A recently hired female engineer submits an HR complaint saying that she is not given the most visible opportunities despite her being one of the most experienced engineers at the company. After confirming that this is happening what should the HR director do in response?

  A. Meet with the employee's manager to develop a career plan to provide more visible opportunities for the employee.
  B. Develop an equal opportunity statement and email it to all employees.
  C. Make the engineer's manager aware of the bias and require diversity training for the team.
  D. Form a women's mentoring group within the company.
  C. Make the engineer's manager aware of the bias and require diversity training for the team.

• Question 678:

  The Flourish organization has moved to the Plan Implementation stage of its CSR strategic process. Which of the following will apply at this stage?

  A. Determine if HR will lead the CSR initiative and if CSR will be a business unit or a business function
  B. Apply the GRI G4 guidelines to address goals and objectives
  C. Execution of determined action plans
  D. Apply the Global Compact Principles to the strategic framework
  C. Execution of determined action plans

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  The Plan Implementation stage involves setting priorities and objectives, and implementing the action plans. These should include a clear sense of how intermediate, tactical steps will lead to the achievement of long-term objectives. It should be clearly defined who the accountability persons are and how results will be measured.

• Question 679:

  "Tell me about a time you needed to get information from someone who wasn't very responsive. What did you do?"-- this is what type of interview?

  A. Non-structured interview
  B. Behavioral interview
  C. Structured interview
  D. Situational interview
  B. Behavioral interview

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  Behavioral interview is an interview based on discovering how the interviewee previously acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future. Structured interview occurs when each interview is presented with exactly the same questions in the same order. In situational interviewing, applicants are asked to respond to a specific hypothetical situation they may face on the job.

• Question 680:

  Sixty percent of an organization's senior managers will be eligible for retirement within five years. Why should the chief human resource officer initiate a supply analysis for developing the compa'nys staffing plan?

  A. To identify and analyze the current mix and availability of knowledge, skills, and abilities
  B. To determine the organization's future workforce and human capital needs
  C. To illustrate the shortfall between the available talent and the competencies required
  D. To enable the HR department to develop an action plan for continuous recruitment and selection
  A. To identify and analyze the current mix and availability of knowledge, skills, and abilities

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  A supply analysis evaluates the existing workforce's mix and availability of knowledge, skills, and abilities, providing the baseline needed to plan for impending retirements and staffing requirements.