SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 701:

  What is an advantage of the shared services structure?

  A. Strategic partnering opportunities
  B. Efficient use of HR expertise
  C. Duplication of effort
  D. Reduced staff requirements
  B. Efficient use of HR expertise

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  Shared services is the consolidation of HR operational activities that are used by multiple parts of the same organization. Shared services are cost-efficient because they centralize HR operations that are used by multiple divisions of the same company and eliminate redundancy.

• Question 702:

  The union has submitted a written request to management for a designated time to hold a meeting as part of its activities to organize to organize the company. What is the right action for management to take?

  A. Contest the appropriateness of the meeting request with the NLRB
  B. Schedule the meeting no later than two weeks prior to the election
  C. Refuse the request to allow time for the meeting
  D. Use the meeting as an opportunity to demonstrate principled bargaining
  C. Refuse the request to allow time for the meeting

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  An organization has a right to establish a no-solicitation policy that bars unions from soliciting its employees as long as the policy also applies to non-union solicitation. An employer may prohibit completely non-employee union organizers from entering the employer's private property to solicit and distribute as long as two conditions are met. Those conditions are: (1) the union has reasonable access to those employees through other avenues; and (2) the employer does not discriminate by allowing access to other non-employees.

• Question 703:

  What is the primary focus of organizational development?

  A. Improving performance
  B. Diagnosing the environment
  C. Changing the culture
  D. Managing change
  D. Managing change

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  Organizational development is a critical process that helps organizations build their capacity to change and achieve greater effectiveness by developing, improving, and reinforcing strategies, structures, and processes. The primary focus of organizational development is managing change to improve results. In this process, HR professionals serve as change agents and manage OD interventions. OD interventions include strategic, techno-structural, human process, and human resource management interventions. Note that the term intervention means doing something differently.

• Question 704:

  A 170-employee manufacturing company has won a $3 million government contract and must produce 60,000 aircraft parts over the next three months. Presently, the production department runs two shifts and utilizes 60 skilled workers per shift. Normal production for the company is 50,000 parts per month. The company must maintain current production and fulfill the new order. Currently, it has 10,000 parts in inventory. The first step the production department should take is to:

  A. determine the production and quality standard required to meet its new and existing business
  B. hire new staff to meet the additional demand
  C. calculate the profit margins to determine the work can be done
  D. immediately require its workers to work overtime
  A. determine the production and quality standard required to meet its new and existing business

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  The first step in HR programs and projects is often involves determining the needs while the most important step is most likely obtaining senior management approval. Needs identification is the process of discovering the requirements, constraints, and motivations for a particular initiative. It is important to know what is needed before proffering a solution.

• Question 705:

  An employee relations manager works in a 400-person call center that is part of a larger 7,000-person organization. The center operates 24 hours a day, 7 days a week. The HR manager received an email from one of the call center employees, who indicated that he feels harassed and needs to speak with someone immediately. The HR manager makes plans to meet with the employee before his evening shift.

  The employee says that his supervisor treats him differently and is spying on him at work. He accuses her of logging onto his computer and making program changes and sending inappropriate messages to other employees. When the HR manager asks for proof, the employee says that the manager has deleted all evidence of her activities. In addition, he believes that at least six other employees, including the marketing manager, are trying to discredit him. The employee further accuses his supervisor of

  making sexual advances toward him.

  The HR manager says that she will investigate the charges. Her first step is to speak with the supervisor. The supervisor reports that there have been problems with the employee for some time, as the HR manager can attest to from looking at his file. There have been several warnings, but his behavior is becoming more erratic, and other team members do not feel comfortable working with him. The supervisor wants to proceed with termination of the employee. She is concerned that if nothing happens, she

  will start to see high-performing employees leave the organization.

  The HR manager then mentions accusations of sexual harassment. The supervisor is angry at being accused of harassment, threatens to obtain legal counsel if this investigation proceeds, and yells, "This employee has lost his mind!" as she storms out of the HR manager's office.

  The employee leaves work at the end of his shift, gets into a car accident, and sustains minor injuries. He alerts the HR manager that he will be away from work for two weeks and, as proof, forwards a physician's note. The note accidentally includes a reference to possible mental illness. The employee also states in his email that he believes the supervisor caused the accident.

  What steps should the HR manager take concerning the patient information included by mistake in the physician's note?

  A. Call the physician's office, provide evidence of the medical information, inform them of the office's HIPAA violation, and their need to be cautious with personal health information (PHI)
  B. Call the physician's office and share the fact that diagnostic information was inappropriately disclosed. The HR manager should then destroy the medical information
  C. Hold the information in a special file so that, if it is necessary to have this information in the future, it will be readily accessible
  D. Include the information in the investigation, as it is critical to the outcome of the investigation
  B. Call the physician's office and share the fact that diagnostic information was inappropriately disclosed. The HR manager should then destroy the medical information

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  The best answer is one which ensures the HR manager removes the information from the possession of the company but also allows for the health-care provider to be aware of their mistake and to correct future errors in safeguarding patient information.Note that the information should not be retained, as it has the potential to put the company at legal risk of having personal health information (PHI) that was not authorized by the employee.

• Question 706:

  When considering a Reduction In Force (RIF), what offer might be made?

  A. COBRA benefits must be provided by all employers to all employees subject to the RIF
  B. Give employees the option to volunteer
  C. Compliance requirements such as a severance package
  D. Last In - First Out (LIFO) layoff system per the Older Workers Benefit Protection Act (OWBPA)
  B. Give employees the option to volunteer

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  COBRA does not apply to every employer but to employers with 20 or more employees. Severance packages are voluntary and not compliance-related. The OWBPA does not require a LIFO system in RIFs - the OWBPA protects the employee benefits of older workers.

• Question 707:

  Due to high inflation rates, high demand for specific skillsets, and a tight job market, an organization has had to address wage compression using compa-ratio calculations. The organization is most likely?

  A. Processing performance increases
  B. Maintaining a broadband structure
  C. Dealing with pay disparities
  D. Making pay adjustments through balance billing
  C. Dealing with pay disparities

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  Wage compression occurs when employees with the same skills and experience are paid differently, as new hires with less experience may end up being paid significantly more than tenured employees with more experience. This occurs when the market price for the job rises quickly, forcing employers to pay more to land qualified candidates than they had previously.

• Question 708:

  Lamidi is a diligent employee of the Accounting department who is committed to the functional goals of his department and the corporate goals of his organization. Which of the following would likely also be applicable to him?

  A. will prefer to collaborate with industry comparable companies
  B. will desire power over affiliation
  C. is focused on corporate social responsibility
  D. exercises self-direction
  D. exercises self-direction

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  Intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequence. These types of persons will often engage in self-direction.

• Question 709:

  The aim of a __________ is to maximize local responsiveness but also gain benefits from global integration.

  A. multidomestic organization
  B. transnational organization
  C. global organization
  D. international organization
  B. transnational organization

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  The aim of a transnational organization is to maximize local responsiveness but also to gain benefits from global integration. Transnational organizations often try to create economies of scale in the value chain and are more locally adaptive in activities such as marketing and sales.

• Question 710:

  ____________ is a work stoppage that is neither authorized nor supported by the union.

  A. Economic strike
  B. Wildcat strike
  C. Sympathy strike
  D. Cross the picket line
  B. Wildcat strike

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  A wildcat strike is a strike undertaken by unionized workers without union leadership's authorization, support, or approval it is illegal. Crossing the picket line means to go to work while other employees at one's place of work are picketing. An economic strike is a legal strike where employees strike in order to obtain some economic concession from the employer such as higher wages, shorter hours, or improved working conditions. The following strikes are legal under Section 7 of the National Labor Relations Act (NLRA): Economic strikes, in which employees attempt to pressure the employer to concede to their demands for improvements in wages, benefits or working conditions; and Unfair labor practice strikes, in protest of an employer's committing an unfair labor practice.