SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 721:

  For diversity training to succeed, the most crucial component is:

  A. an organization-wide commitment beginning with top management
  B. bringing in an acclaimed consultant with experience in the particular industry
  C. educating employees to increase their awareness
  D. a ground-up commitment from hourly and line employees who deal with the diversity of co-workers daily
  A. an organization-wide commitment beginning with top management

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  For diversity training to succeed, the most crucial component is an organization-wide commitment beginning with top management.

• Question 722:

  William is the HR manager responsible for ensuring the cumulative tasks and activities of the HR department are performed according to plan. In order to achieve this, William is using the Gantt and PERT charts to plan, coordinate, and track the duration and accomplishment of HR tasks. William is heavily involved in what management function?

  A. Controlling
  B. Planning
  C. Project mapping
  D. Scheduling
  A. Controlling

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  There are five basic management functions planning, organizing, staffing, leading, and controlling. The controlling function measures an organization's progress toward its goals; brings to light how actual performance deviates from standards, and takes corrective action to rectify same. The controlling function makes use of project management tools such as the Gantt and PERT charts which help ensure activities are coordinated and accomplished on schedule. This management function also seeks to make efficient use of resources, and reduce wastage of resources.

• Question 723:

  What must HR practitioners include in its focus in order to be a strategic partner?

  A. Objective performance improvement plans
  B. Long-term business considerations
  C. Shared services implementation
  D. Employee engagement levels
  B. Long-term business considerations

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  Strategic HR is managing HR in a way that supports the company's long-term business goals and outcomes. In companies where HR is strategic, the HR function plays a critical role in determining business results.

• Question 724:

  The HR Manager of a clothing company has recently been tasked with creating the organization's sustainability strategy. In what way can she use the information contained in the corporate social responsibility (CSR) and sustainability reports of other comparative companies?

  A. Adopt the corporate social responsibility and shared value objectives, practices, and metrics that have succeeded for comparative companies.
  B. Ensure that the strategy being created is not similar to those of comparative companies.
  C. Implement the sustainability and CSR reports of the comparative companies to gain a competitive advantage for the clothing company.
  D. Adjust CSR general principles and guidelines to the organization's sustainability strategic focus.
  D. Adjust CSR general principles and guidelines to the organization's sustainability strategic focus.

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  The appropriate starting point for developing and implementing a CSR strategy is gaining a clear perspective on CSR and sustainability initiatives, as well as reviewing the CSR reports of other companies. The organization must then adjust and adapt general CSR reports and guidelines to fit its areas of interest and align the reports to its own strategic goals. Note that adopting and implementing the CSR strategy of other companies is wrong because it does not take into consideration the distinct peculiarities of different organizations.

• Question 725:

  Which activity has the most positive impact on employee engagement and retention?

  A. Onboarding
  B. Engagement surveys
  C. Team meetings
  D. Productivity assessments
  A. Onboarding

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  A structured onboarding process helps new employees feel welcomed, informed, and supported from day one, which significantly boosts their engagement and likelihood to stay.

• Question 726:

  After a public scandal of quid-pro-quo sexual harassment allegations, it has been discovered that the Crunch organization has several dysfunctional problems inclusive of no transparency, bias, micromanagement, lack of clear values, and poor supervision. Which initial step would the newly appointed HR Manager take to gain more information about possible causes?

  A. Third-party administered survey
  B. One-on-one employee interviews and focus groups
  C. HR Audits and workplace investigations
  D. Institute a confidential harassment hotline
  A. Third-party administered survey

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  The "initial" step is to have a third party conduct a survey to determine the issues and causes facing the organization without bias or prejudice. Note that organizations use focus groups to leverage employee survey results. While surveys are effective at providing the initial quantifiable data, focus groups are then used to enrich these results by revealing the more qualitative perspectives behind the numbers.Note that options that seek to institute a solution before determining the possible causes are premature and lack the foundation of determining the issues at hand.

• Question 727:

  A multinational organization identifies a lack of global perspective in its leadership ranks. Current leadership has typically been cultivated from within, working up through positions at the main corporate office. Which action will best serve the organizational goal of developing strong global leaders?

  A. Require that all senior-level managers have experience managing international accounts.
  B. Create a mentorship program so senior leaders can assist in developing junior leaders.
  C. Create positions that involve managing operations abroad for leaders to rotate through on two-year assignments.
  D. Require that all leadership positions moving forward are filled with candidates from other multinational organizations.
  C. Create positions that involve managing operations abroad for leaders to rotate through on two-year assignments.

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  Using long-term international assignments is an effective practice for developing global business leaders. Requiring that all senior-level managers have managed international accounts may help address the issue but does not do enough to ensure that the leaders have truly developed a global perspective. A mentorship program may assist with other areas of leadership development, but, with no current global leaders to act as mentors, this would be ineffective at addressing the issue. Simply hiring candidates from other multinational corporations does not ensure that those employees are capable global leaders.

• Question 728:

  Providing questions to candidates online to allow them to self-screen out of the hiring process if they don't meet the minimum qualifications for the position is a function of which of the following systems?

  A. An applicant tracking system
  B. A hiring management system
  C. Employee self-service system
  D. A learning management system
  B. A hiring management system

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  A hiring management system (HMS) uses technology to carry the employer brand all the way through the application process, streamlining and increasing efficiencies as it goes. An applicant tracking system (ATS) is less integrated and has minimal functions than an HMS, and a learning management system (LMS) streamlines employee training data. Employee self-service allows employees "not applicants" to access various areas of their own records.

• Question 729:

  The Receptacle organization has lost its overall market share by 13% because its customer satisfaction levels has deteriorated over the last 7 months. The Chief Executive Officer (CEO) speaks to the Chief Human Resource Officer (CHRO) about receiving anonymous emails of dysfunction in the customer service department. The CEO asks the CHRO to determine why the department is performing poorly, and if the Head of Customer Service (HCS) is able to lead the team effectively. The CEO states that

  the rising levels of customer complaints of poor service must be handled urgently and decisively.

  The CHRO schedules a meeting with the HCS. The HCS was a top performer as an employee for 4 years and was recently promoted to lead the department. During the meeting, the HCS admits that he is facing significant employee relations problems. He states that certain employees are given preferential treatment by the CEO based on familial ties and these employees cannot be controlled. He is at a loss on what to do about these "problem" employees because they have access to the CEO based on

  family ties.

  Staff in the department respond to an average of 3 calls per hour while the industry standard average is 7 calls per hour. The HCS states that he is desperate for help and is open to any solutions that the CHRO can offer. The CHRO finds that the department is not staffed at full capacity and though the vacant positions have been posted in-house, employees are not keen on applying for the roles based on rumors of poor employee relations, bias, chaotic systems and controls.

  The CHRO receives reports that an employee of the customer service department has posted negative comments on the poor customer satisfaction levels of the company on a popular social media site. The report claims that the employee stated that the deteriorating levels of customer service is due to the company's apathetical attitude to its employees. The report also states that the employee may have divulged certain trade secrets of the company. How should the CHRO handle this situation?

  A. Get the employee's side of the story.
  B. Communicate to the HCS that the employee has engaged in a breach of confidentiality; allow the HCS determine the appropriate discipline to mete out.
  C. Determine if the employee is protected by Weingarten rights; document the report in the employee's file; proceed with the corporate disciplinary policy.
  D. Terminate the employee based on the employment at will doctrine.
  A. Get the employee's side of the story.

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  Note that an investigation has to be conducted to determine whether the allegations are valid. It is also important to speak to the employee directly to get the employee's side of the story. Discussing with the employee may supply helpful information on how to proceed and provide helpful details about the problem the employer may have with its customers and employees. Note that if the employee under investigation is represented by a union, HR must be aware of Weingarten rights to have a union representative present during investigatory interviews that may reasonably lead to discipline. In general, employers cannot fire employees for posting:|Truthful statements about working conditions, like harassment or unsafe working conditions.|Comments that indicate your interest in joining or supporting a union.|Messages to other co-workers suggesting that they contact a lawyer to get information about workplace rights.|Protected demographic information like your race, sex, age, religious affiliation.

• Question 730:

  ____________ is the foundation for all assessment and selection decisions.

  A. Job evaluation
  B. Job description
  C. Job specification
  D. Job analysis
  D. Job analysis

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  Job analysis is the foundation for all assessment and selection decisions. It is both the first step and the most important step in determining the nature, KSAs and tasks of a job. Job analysis provides a way to develop a full understanding of a job by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection between the tasks and competencies.