SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 751:

  Mike works in HR and has received a request from a job applicant who states he is disabled. What is Mike's responsibility with regard to compliance with ADA?

  A. Mike must engage the disabled applicant in an interactive process to discuss the possibility of a reasonable accommodation
  B. The ADA imposes affirmative action requirements on the recruitment process at Mike's organization if there are 15 or more employees
  C. Mike should concede to the reasonable accommodation requests of the disabled applicant
  D. Mike is required to provide employment for the applicant with a disability only if he can perform the essential functions of the job with a reasonable accommodation
  A. Mike must engage the disabled applicant in an interactive process to discuss the possibility of a reasonable accommodation

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  The ADA does not interfere with an employer's right to hire the best qualified applicant; nor does the ADA impose any affirmative action obligations. The ADA primarily prohibits employers from discriminating against a qualified applicant or employee because of his/her disability. Note that essential functions are the core job duties that an employee must be able to perform, with or without reasonable accommodation.

• Question 752:

  In addition to providing administrative and operational services, what else must the 21st century HR function do?

  A. Design office layouts
  B. Be located closer to the internal customer
  C. Keep an eye on costs
  D. Play a strategic role
  D. Play a strategic role

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  There are three major roles of HR management: administrative, operational and strategic. Below is the David Ulrich model of HR roles.

• Question 753:

  A software licensing company is considering merging with a hardware manufacturing company to increase market share and achieve economies of scale. The executive management of the software company has organized a meeting to discuss the viability of the merger. As a HR professional in the software company, which of the following is the most critical issue to bring up during the executive meeting?

  A. Outline market and industry research outcomes on the advantages of mergers in reinventing companies by gaining leverage and capabilities
  B. Present research that shows that the hardware company is being targeted by three international unions, and there is a 80% chance that the software company will become a successor employer
  C. State that metrics from a recent employee survey indicate that employee turnover has increased and employee morale reduced as employees worry that the merger will result in layoffs due to role duplication
  D. State that a diagnostic overview and inventory of all HR processes and procedures within the software company must be carried out prior to the merger
  B. Present research that shows that the hardware company is being targeted by three international unions, and there is a 80% chance that the software company will become a successor employer

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  Note that the most important activity for HR to carry out when a merger is proposed is due diligence of the other company's HR processes and practices. Due diligence is a diagnostic overview and inventory of all HR processes and procedures, a comprehensive appraisal of a business undertaken by a prospective buyer, especially to establish its assets and liabilities and evaluate its commercial potential. Option D is wrong because it is referring to due diligence within the software company rather than due diligence to be done in the hardware company.

• Question 754:

  A company at the growth stage has decided to obtain a Human Resource Information System (HRIS). Which is the first step in implementing the HRIS?

  A. Send out a Request for Proposal (RFP), interview vendors and select an HRIS platform
  B. Communicate the HRIS Company-wide rollout
  C. Define needs and objectives.
  D. Identify challenges with implementation and provide support
  C. Define needs and objectives.

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  Define needs and objectives. The first step in a technological implementation plan is defining your technological requirements/needs (needs analysis or needs identification).Depending on the nature of your business these can be a need to accelerate certain work processes, enable better communication between employees and contractors, or create new products for a new technological niche.Take note of the term, "first step" which is usually determining needs.

• Question 755:

  As part of a cost-savings initiative during a reduction in force, departments must identify functions to be outsourced or retained. Which HR function is most likely to be retained?

  A. Hiring using job boards and social media
  B. Managing and administering compensation and benefit programs
  C. Maintaining and updating employee records and data
  D. Facilitating succession planning and top talent mapping
  D. Facilitating succession planning and top talent mapping

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  Succession planning and top talent mapping are strategic, high-value activities critical to the organization's long-term success and are least likely to be outsourced compared to transactional or administrative HR tasks.

• Question 756:

  A hybrid multinational consumer goods corporation operates 8 strategic business units which are fully- functional units with their own vision, direction, product/service, location, and target market under the umbrella of the larger business entity. The corporation has a corporate HR department while the SBUs each have autonomous HR departments that are largely independent from corporate HR. The Head of HR of each SBUs has significant authority to operate in a polycentric fashion and only interact with

  the Head of Corporate HR on a quarterly basis.

  Due to a significant reduction in revenue during the pandemic, the organization has made a decision to streamline its HR structure by adopting a more centralized HR structure that can provide HR services to corporate and the SBUs. The proposed centralization of the HR function is expected to result in cost reduction, consistency in HR operations, and increased HR proficiency.

  Corporate HR has created a team comprising of HR managers, HR business partners and HR admin personnel to originate and implement the new HR services model. Anna is a HR manager from a strategic business unit in California that has been drafted to join the team. Anna has 8 years of cognate HR experience working with various SBUs in the organization. Anna is the only team member who has worked with an SBU, the rest of the team have only corporate HR experience. The team has been

  working for over 3 weeks reviewing the feasibility, advantages and disadvantages of several HR structures, with most team members favoring a shared services and center of excellence model.

  If the team contemplates a Dedicated HR organization model, which of the following is an accurate advantage of this model?

  A. business units can apply HR expertise to each business unit's specific needs and strategies.
  B. corporate HR determines the strategies for each business unit's specific needs.
  C. there is no existence of duplications and inefficiencies among the business units.
  D. there is shared knowledge and experience amongst the business units.
  A. business units can apply HR expertise to each business unit's specific needs and strategies.

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  The Dedicated HR structure allows businesses with multiple strategic business units that have different strategies to apply HR expertise to each business unit's specific needs. A Dedicated HR model will mean that each business unit will have a different strategy and its own HR function from which HR expertise will be applied to each unit's strategic needs.In this structure, Corporate HR is only responsible for crafting and communicating high-level strategic areas such as corporate values and leadership initiatives.The dedicated structure fosters a strategic alignment between headquarters HR and the realities of the HR needs of the business units. However, because the HR function exists in each business unit and develops its own policies and practices, the Dedicated HR model can lead to duplications and inefficiencies.

• Question 757:

  Charred firms emphasize location as an international business strategy by choosing to create value by emphasizing:

  A. a strategic level of standardization.
  B. Economies of scale.
  C. Modification for quality control.
  D. responsiveness to local market preferences
  D. responsiveness to local market preferences

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  Emphasizing location suggests that the firm is exploiting or responding to differences between locations as markets or production bases. In both cases the firm is highlighting the need to be locally responsive to market preferences in each location.

• Question 758:

  Acquisitions often fail because of?

  A. differences in corporate culture.
  B. failure to devise a concrete plan with suitable control
  C. the buyer pays too much.
  D. targeting the wrong company.
  A. differences in corporate culture.

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  Acquisitions often fail because of differences in corporate culture. Even though companies recognize culture as a key factor in the MandA's ultimate success, most of them fail to conduct cultural due diligence before they finalize the deal.

• Question 759:

  Unlike her co-workers, Jadesola is motivated by autonomy, mastery, purpose, and challenging work; but her coworkers place a large emphasis on their paycheck. Jadesola is motivated by

  A. intrinsic motivators.
  B. authoritative motivators.
  C. extrinsic motivators.
  D. affiliation motivators.
  A. intrinsic motivators.

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  Intrinsic motivation involves performing a task because it's personally rewarding to you. Extrinsic motivation involves completing a task or exhibiting a behavior because of outside causes such as avoiding punishment or receiving a reward.

• Question 760:

  Jobs like Human Resources and Benefits Management that often have the primary duties of interpreting and implementing company policies or making decisions that bind the company to significant business contracts fall under:

  A. Executive exemption
  B. Professional exemption
  C. Administrative exemption
  D. Learned professional exemption
  C. Administrative exemption

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  Jobs like Human Resources and Benefits Management fall under the administrative exemption.The FLSA Administrative Exemption includes the following primary duties:-office or non-manual work directly related to business operations or management.-exercise of independent judgment and discretion.- support production or line employees that keep the business running without engaging in the production or sales of the actual product or service of the business.