SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 741:

  When using benchmarking:

  A. it is best to collect the data on an as-needed basis rather than over an inflexible timeframe
  B. the resulting statistics are comparable across organizations and industries
  C. HR managers are able to identify the reasons why HR functions are below standard
  D. it is best to compare ratios from year to year
  D. it is best to compare ratios from year to year

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  Benchmarking is the practice of comparing business processes and performance metrics to industry best practices from other companies. Dimensions typically measured are wages and salary, quality, time and cost. Comparisons should be done on a yearly basis, and compared from year to year; rather than as a one-time activity.

• Question 742:

  The primary reasons that companies choose to expand into foreign markets are all of the following except?

  A. to reduce currency volatility in profitability.
  B. to spread business risks across a wider market base
  C. increase customer base and lower costs
  D. capitalize on core competencies
  A. to reduce currency volatility in profitability.

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  Currency volatility is a disadvantage of entering foreign markets and can negatively impact the profitability levels of multinational companies.

• Question 743:

  A multinational company is installing a new HRIS. Working with the VP of IT, which is the first thing the VP of HR should consider when developing a data retention policy?

  A. Regulations regarding privacy and data retention in the company's home country
  B. Data protection requirements for all jurisdictions where the company transacts business
  C. Restricting the collection of information to only items that are job-related
  D. Developing an information security training program for all system users
  B. Data protection requirements for all jurisdictions where the company transacts business

• Question 744:

  An expatriate has transferred to another country for a temporary assignment. She assumes that her colleagues in the new location will value timeliness just as her colleagues in the home country do. Therefore, she interprets the slow response to e-mails and requests in the host country as unprofessional. She becomes frustrated with her colleagues, inhibiting collaboration and the development of relationships among her new team. This example indicates a lack of understanding and exploration of what type of culture?

  A. National culture
  B. Subculture
  C. Organizational culture
  D. Professional culture
  A. National culture

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  Differences in assumptions, outlooks, and rules can challenge communication and comprehension. This challenge is remedied by remaining aware of and curious about the varied rules (written and unwritten) that each nation's business culture has, combined with respecting and adapting to those rules while working in the environment.

• Question 745:

  A company experienced a high degree of turnover during the past year. Senior leadership is worried about the level of turnover and worried that HR is not moving fast enough to fill these positions. 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
  C. Benchmark how other organizations are identifying qualified applicants
  D. Interview hiring managers to determine the specific gaps in knowledge and skill that needs to be addressed
  A. Post job openings on Internet job sites and examine the effect on the applicant pool

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  The internet makes it possible to access a larger talent pool, as candidates can apply for a job from anywhere in the world. This opens up the company's options when it comes to finding the right talent for a specific position.

• Question 746:

  Which of the following is an example of upside risk?

  A. A company with core expertise in video conferencing, webinars and meeting platforms finds an upsurge in its market share during and after the pandemic
  B. A Department of Labor final rule increases the minimum salary threshold for overtime-exempt employees from the $455 per week (equivalent to $23,660 per year for a full-year worker) to $684 per week (equivalent to $35,568 per year for a full-year worker)
  C. A union with 90% of its members in public agencies receives the news that compelling payment of agency fees from non-union employees in the public sector was held unconstitutional in Janus v. AFSCME court case.
  D. An organization whose purpose is to accelerate the world's transition to sustainable energy with electric cars, solar and integrated renewable energy solutions for homes finds an apprehension towards the safety of its products across demographic levels.
  A. A company with core expertise in video conferencing, webinars and meeting platforms finds an upsurge in its market share during and after the pandemic

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  Upside risk measures the extent to which the value of an investment might go up beyond expected levels. It's when a firm stands to get an outcome better than the benchmark against which it's being measured. Upside risk is the opposite of downside risk, which estimates how much a firm stands to lose in an investment/project/endeavor.

• Question 747:

  What branding proposition best answers the question why a talented individual would want to work for a particular company?

  A. Develop an employee value proposition
  B. Leverage current employees and alumni network
  C. Cultivate a strong onboarding process
  D. Offer learning and development opportunities
  A. Develop an employee value proposition

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  Employee Value Proposition (EVP) refers to the rewards and benefits received by employees in return for their performance at the workplace. An Employee Value Proposition (EVP) as a set of associations and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization. Developing an EVP is crucial to an effective employer brand strategy.

• Question 748:

  A type of horizontal organization connected by networks where traditional hierarchies do not exist is called?

  A. Matrix organization.
  B. Divisional organization.
  C. Seamless organization.
  D. Cascading organization.
  C. Seamless organization.

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  A seamless organization is one where traditional hierarchies do not exist, it is a horizontal organization connected by networks to enhance communication and creativity.

• Question 749:

  A small organization does not have the time or resources to administer benefits, payroll, or personnel records programs. Which flexible staffing alternative is an option for them?

  A. Using in-house temporary employees
  B. Leasing employees from a professional employer organization
  C. Establishing a temp-to-hire program
  D. Hiring independent contractors instead of employees
  B. Leasing employees from a professional employer organization

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  In this staffing alternative, an organization transfers all or substantially all employees to the payroll of an employee leasing firm. The PEO leases the employees back to the organization while handling most of the HR administrative functions.

• Question 750:

  Research shows that top-performing virtual teams report higher levels of trust than less-successful teams. Which action is most important in building trust with a work team?

  A. Provide opportunities to build relationships and highlight successes
  B. Offer networking opportunities for team members to share their capabilities
  C. Clarifying roles, responsibilities, and legitimate authority figures
  D. Acting consistently in line with shared principles
  D. Acting consistently in line with shared principles

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  Acting consistently in line with shared principles is the MOST important step in building trust with fellow employees and a work team.