SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 781:

  It would be a ULP to __________ during the unionization process.

  A. forbid distribution of union literature during work hours and in work areas.
  B. tell the employees the disadvantages of having a union.
  C. promise employees pay increases if they vote against the union.
  D. discipline an employee who violated company policy.
  C. promise employees pay increases if they vote against the union.

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  The National Labor Relations Board (NLRB) has outlined a number of areas that may be construed as unfair labor practices (ULPs). One method that can be used to guide and help prevent ULPs is the acronym, "TIPS", which stands for Threaten, Interrogate, Promise, or Spy these are activities which employers are not allowed to engage in.

• Question 782:

  Which is a critical step when implementing an HRIS?

  A. Gathering stakeholder input beyond HR
  B. Hiring a consultant to assist with the project facilitation
  C. Piloting the program prior to its operational date
  D. Preparing project documentation files
  A. Gathering stakeholder input beyond HR

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  Engaging stakeholders across functions ensures the HRIS requirements reflect all users' needs, fosters buy-in, and increases the likelihood of successful adoption.

• Question 783:

  A team is assembled to streamline the organization's current HRIS processes. The HR generalist is asked by the HR director to map departments' current recruitment and onboarding processes to ensure the HRIS can be updated to better meet organizational needs. A few months into the project, a team member who is responsible for testing the HRIS unexpectedly takes leave for several weeks. The HR generalist is asked by the HR director to assume the responsibilities of the team member and lead the testing of the HRIS. Additionally, the organization is currently laying off a large percentage of its workforce, and the HR generalist has responsibilities associated with those layoffs. The HR generalist begins to feel overwhelmed.

  A manager informs the HR generalist that employees are asking when they will receive notice about the impending layoffs. The HR generalist has been busy with the HRIS testing and has not finished tasks related to the layoff communication. How should the HR generalist respond to the manager?

  A. Explain to the manager that other responsibilities have taken priority.
  B. Tell the manager to make every effort to keep employees focused on their work during this time.
  C. Provide the manager with an estimated timeline of when employees can expect to be notified about the layoffs.
  D. Tell the manager that employees will be notified about the layoffs once final decisions have been made.
  C. Provide the manager with an estimated timeline of when employees can expect to be notified about the layoffs.

• Question 784:

  Procedural justice deals with which of the following questions?

  A. Was the decision-making process fair?
  B. Would the outcomes hold up in court?
  C. is the manner in which the outcomes are distributed fair?
  D. Would a reasonable person agree with the decision?
  A. Was the decision-making process fair?

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  Procedural justice refers to the perceived fairness of rules and processes used to determine outcomes. Distributive justice refers to the perceived fairness of outcomes or resource allocations.

• Question 785:

  Joe Digs Inc. has $150,000 in federal contracts and $20,000 in federal grants. If 2 employees of Joe Digs Inc. were recently convicted of criminal drug violation, which of the following is not required?

  A. The employee must inform Joe Digs Inc. of the conviction within 5 calendar days
  B. Joe Digs Inc. must notify the federal contracting agency of the conviction within 10 days
  C. Take direct action and impose penalties on both employees
  D. None of the above
  D. None of the above

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  The Drug-free Workplace Act of 1988 applies to any organization that receives a federal contract of $100,000 or more, and organizations receiving a federal grant of any size. Requirements of the Act include; prepare and distribute a formal drug-free workplace policy statement, establish a drug-free awareness program, an employee must notify the employer within five calendar days if he or she is convicted of a criminal drug violation, the employer has 10 days to report that a covered employee has been convicted of criminal drug violation, take direct action against an employee convicted of a workplace drug violation, maintain an ongoing good faith effort to meet all the requirements of the Drug- free Workplace Act throughout the life of the contract.

• Question 786:

  A HR director's compensation team is trying to integrate a centralized compensation model across multiple offices. Employees are having trouble understanding what the changes in compensation mean to them, and the eastern office location does not want to be a part of the centralized model because they believe that changes to compensation and bonuses will drive employees away. The organization is also dealing with other companies trying to poach their best employees by offering them higher sales and more perks, so they cannot afford any additional turnover.

  What is the best way for the HR director to respond to other organizations poaching their employees?

  A. Execute on the company's vision to be an employer of choice by creating document summarizing all the benefits of working in the organization
  B. Solicit solutions from managers who are experiencing the greatest losses due to poaching
  C. Conduct a compensation analysis to benchmark against the market and implement appropriate responses to further the company's mission
  D. Hold a meeting with top-level executives to discuss the need to increase salaries to remain competitive
  C. Conduct a compensation analysis to benchmark against the market and implement appropriate responses to further the company's mission

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  The accurate response for the HR director to respond to other organizations poaching their employees is to conduct a compensation analysis to benchmark against the market and implement appropriate responses to further the company's mission to be an employer of choice (retention bonuses, adjustment to compensation policy).

• Question 787:

  To enhance productivity, an organization has opted to streamline its product line to the ten most profitable products. It will sell four units which are focused on other product lines. How can HR most effectively contribute to a successful restructuring?

  A. Conduct 360-degree and multisource feedback assessments to determine individual performance expectations for the remaining employees
  B. Train all managers of divested units on how to help employees update their online professional profiles to secure new jobs
  C. Conduct a comprehensive salary review and suggest which positions to eliminate based on market value
  D. Analyze the skills and functions of divested units to identify possible gaps and determine the appropriate course of action
  D. Analyze the skills and functions of divested units to identify possible gaps and determine the appropriate course of action

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  Identifying potential gaps that may have been created in divesting the units and determining what to do about them will contribute most effectively to a successful restructuring.

• Question 788:

  What is the most significant impact of the creation of the triple bottom line?

  A. Serving as the foundation for measurement and public reporting of sustainability performance by multinational corporations
  B. Enabling governments to quantify sustainability efforts
  C. Providing a universally accepted definition of corporate citizenship
  D. Enabling organizations that are less effective financially to still remain sustainable and attract shareholders
  A. Serving as the foundation for measurement and public reporting of sustainability performance by multinational corporations

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  Triple Bottom Line refers to a business strategy that includes SOCIAL, ECONOMIC, and ENVIRONMENTAL criteria. It applies the 3Ps principle of sustainability (people, planet, profit) and argues that the environmental and social costs and benefits generated by an organization should be considered as well as the economic factors. It can be viewed as a performance measurement of an organization pursuing a CSR strategy or sustainability.

• Question 789:

  Human resource capital management decisions that build on workforce competence to achieve corporate goals belong in which of the following HR roles?

  A. Operational
  B. Administrative
  C. Strategic
  D. Global
  C. Strategic

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  The strategic role of human resources seeks to achieve company goals by effectively managing the talent of the workforce. Strategy provides the helicopter view of the organization's operational and administrative work necessary to accomplish company goals.

• Question 790:

  What is the most effective way for HR professionals to align organizational effectiveness and development (OED) with organizational goals?

  A. Increase the budget for training activities.
  B. Reduce learning time for mastery of critical skills
  C. Participate in the strategic planning process.
  D. Involve managers in the development of training activities.
  C. Participate in the strategic planning process.

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  HR professionals will be effective at aligning OED initiatives with organizational goals if HR has an active participation in the strategic planning process.