SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 691:

  Which compensation program is offered to encourage recipients to create long-term shareholder value?

  A. Stock options
  B. Deferred compensation
  C. Incentive plan
  D. Profit sharing
  A. Stock options

• Question 692:

  Which of the following is inaccurate about union elections?

  A. 50% + 1 of employees in the bargaining unit must vote in favor of the union for a decertification to take effect
  B. If more than 50% of the employees sign authorization cards, the employer may be required to recognize the union, absent of an NLRB representation election
  C. If at least 30% of the bargaining unit employees sign a deauthorization petition, the NLRB will have a secret ballot election
  D. Decertification elections are barred for 1 year following the union's certification by the NLRB and during the first 3 years of a collective-bargaining agreement, except during a 30-day "window period."
  A. 50% + 1 of employees in the bargaining unit must vote in favor of the union for a decertification to take effect

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  50% + 1 of the voting employees must vote AGAINST the union for a decertification to take effect; a decertification terminates the union's right to represent the employees in the bargaining unit. A deauthorization serves the purpose of getting rid of a union security provision (such as payment of dues) in the union contract. It requires 30% of employees to sign a deauthorization petition, and 50% + 1 employees to vote in favor of a deauthorization for it to take effect. This is the same process for a decertification. However, decertification elections are barred for one year following the union's certification by the NLRB AND during the first three years of a collective-bargaining agreement (CBA), except during a 30-day "window period." The window period begins 90 days and ends 60 days before the CBA expires (120 days and 90 days if the employer is a healthcare institution).

• Question 693:

  What is the best strategy to adopt when employees with critical skillsets are leaving a company to work for a competitor with similar pay and benefits?

  A. Create a succession plan for roles that require critical skillsets
  B. Hire employees into critical roles who have a long-term career focus
  C. Establish a focus group of employees with critical skillsets to analyze and recommend improvements in the company culture
  D. Provide an increase in pay and benefits for roles that require critical skillsets
  C. Establish a focus group of employees with critical skillsets to analyze and recommend improvements in the company culture

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  A company's culture has a direct impact on employee turnover. Vision, values, practices, people, narrative and environment are all important components that shape a company's culture. Companies with a respectful, inclusive and merit- based culture have greater employee satisfaction and retention. Note that the competitor has similar pay and benefits so an increase in pay will not be a viable solution.

• Question 694:

  Which of the following is most difficult to enforce through litigation?

  A. Non-compete agreement
  B. Gross negligence
  C. Non-disclosure agreement
  D. Client non-solicitation
  A. Non-compete agreement

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  Many courts disfavor restrictive covenants in the employment context because they restrain trade. However, the law also seeks to prevent unfair competition. Therefore, if an employer can point to a legitimate business interest in need of protection, it may be able to enforce a restrictive covenant agreement (RCA) that is narrowly tailored to protect that interest. Of all these, a non-compete agreement is the most difficult to enforce because a non-compete can significantly limit an employee's ability to earn a living - and will receive the closest scrutiny from a court during an enforcement action.

• Question 695:

  When deciding whether an employee is eligible to work remotely, which factor should be considered first?

  A. Job posting
  B. Performance
  C. Self-discipline
  D. Competence
  A. Job posting

• Question 696:

  What is meant by a fiduciary duty or obligation?

  A. Legal obligation to provide a minimum wage for all workers
  B. Legal obligation of one party to act in the best interest of another
  C. Legal mandate to provide employees with retirement pension benefits via government or private sources
  D. Laws dictating the terms of termination and end-of-service calculations
  B. Legal obligation of one party to act in the best interest of another

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  Legal obligation of one party to act in the best interest of another. A fiduciary duty (or fiduciary obligation) implies a legal obligation of one party to act in the best interest of another. The obligated party is typically referred to as a "fiduciary" (e.g., an individual or party entrusted with the care of money or property).

• Question 697:

  In which of the following scenarios should an employee focus group be utilized?

  A. To seek information on harassment allegations during a workplace investigation
  B. To identify challenges a work group of a dozen employees face in closing a sale
  C. An employer seeks employee feedback on retirement and fringe benefit packages
  D. An employer seeks to determine employee rationale for requesting union representation
  B. To identify challenges a work group of a dozen employees face in closing a sale

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  A focus group is a small-group discussion guided by a leader or moderator. An employee focus group is a group of employees who assemble to participate in a guided discussion or to provide feedback on a particular topic such as a pilot program or a work situation.

• Question 698:

  In one of the warehouses of a retail company, several international employees complain to HR that the warehouse manager has forbidden them from speaking in their native language in the workplace. The HR manager speaks with the warehouse manager, who says there have been several reports that the international employees only interact with each other and they have difficulty conversing with the local employees due to language barriers. The HR manager also learns that the international employees can speak the primary language used in the company well enough to understand instructions from their supervisors. Fortunately, there have been no incidents of safety issues where language has been a barrier between local and international employees. However, senior management believes there is a lack of rapport between local and international employees and instructs the HR manager to resolve the issue.

  Senior management asks the HR manager to investigate whether other warehouse locations face similar issues between local and international employees. Which approach should the HR manager take to gather the most accurate information?

  A. Request that employees at all warehouse locations take a survey about their relationships with co- workers.
  B. Conduct a virtual focus group with a representative number of warehouse employees across the country.
  C. Review safety incident logs in warehouses with the most diversity in the languages spoken.
  D. Host a meeting for employees to publicly raise concerns about language barriers in the workplace.
  B. Conduct a virtual focus group with a representative number of warehouse employees across the country.

• Question 699:

  The Granite corporation has established a corporate social responsibility unit that is incorporated into the HR function. The HR Director has received approval from executive management that the unit will focus on meeting specifically the technical requirements of CSR regulations. The unit has what kind of culture?

  A. Transformational culture
  B. Sustainability culture
  C. Compliance culture
  D. Hybrid culture
  C. Compliance culture

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  The CSR unit has a compliance culture. In the compliance culture, Corporate Social Responsibility (CSR) is focused on creating rules-based structures and systems to support corporate adherence to CSR-related laws, regulations, and norms. It is the lowest level of the CSR maturity curve.

• Question 700:

  After the CEO of a midsize software company retires, the company hires an external candidate for the CEO position. The new CEO proposes several new strategic initiatives. First, the CEO sets up frequent one-on-one meetings with departmental managers to provide them with suggestions about the work that is being done. The CEO also wants employees to have more autonomy and encourages them to spend time pursuing personal development every month. Furthermore, the CEO wants to conduct an employee engagement survey to assess employee morale. Lastly, the CEO is concerned that the company is not perceived as an inclusive work environment and wants to implement an inclusion and diversity initiative.The CEO asks the HR director for help with these strategic initiatives.

  Which action should the HR director take first to design the inclusion and diversity initiative?

  A. Meet with the CEO to understand the CEO's vision for the initiative.
  B. Survey employees for ideas about promoting inclusion and diversity.
  C. Create a value statement for the organization about inclusion and diversity.
  D. Review the company's demographics to learn more about the diversity within the company.
  D. Review the company's demographics to learn more about the diversity within the company.

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  Establishing a demographic baseline identifies existing representation gaps and informs targeted inclusion strategies before soliciting input or crafting statements.