SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 801:

  What practice would be recommended when measuring performance?

  A. Gauge employee engagement and retention levels vis-a-vis organizational goals
  B. Occasionally reexamine performance measures to ensure strategic fit
  C. use a combination of performance measurement tools
  D. continually monitor, reexamine, and change performance measures as needed.
  D. continually monitor, reexamine, and change performance measures as needed.

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  Since new or evolving strategies may require new types or levels of performance, targets for measurement should be reviewed regularly and revised as needed. Agility in response to the speed of change in the business world is required to maintain an organization's competitive advantage and business success.

• Question 802:

  Which step should an HR professional take first when an employee submits a verbal or written allegation that a supervisor is creating a hostile work environment?

  A. Assure the employee that all information gathered from witnesses will remain confidential.
  B. Reduce the employee's work schedule temporarily until the investigation is complete.
  C. Transfer the employee to another work group while the investigation proceeds.
  D. Meet with the employee and supervisor to discuss the allegation.
  D. Meet with the employee and supervisor to discuss the allegation.

• Question 803:

  A construction equipment manufacturer has experienced declining sales over the last few years.

  Historically, the public and the industry have viewed the manufacturing compan' ys products as innovative. However, many of the highest-selling products are now common commodities due to changes in production technology. Low-cost producers in other countries are entering into the compan' ys market while the company's share price steadily declines. Rumors circulate that a competitor may acquire the company and lay off a substantial number of employees. Employee morale is low, and many workers

  have quit or been recruited by competitors. Customers worry about the company 's survival and start taking their business elsewhere. The CEO informs senior management of their intent to sustain the company's independence rather than be acquired. Their strategy is to sell all but the most essential assets and drastically reduce the workforce to support the share price. The CEO asks the chief human resource officer (CHRO) to help.

  The CHRO wants to create a plan for retaining talent if a similar situation occurs again. Which approach should the CHRO plan to use during future company declines?

  A. Encourage a workplace culture that values employee loyalty and transparency.
  B. Conduct periodic employee engagement surveys to assess employee morale.
  C. Expand non-monetary benefits for employees who stay with the company.
  D. Hold stay interviews to determine the reasons employees remain with the company.
  D. Hold stay interviews to determine the reasons employees remain with the company.

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  Conducting stay interviews uncovers employees' real motivations and concerns, enabling targeted retention strategies during downturns rather than relying on generic surveys or benefits.

• Question 804:

  Determine the accurate organization structures from the roman numerals; i) where there are multiple reporting lines; ii) groups based on their specific skills and knowledge; iii) quasi-autonomous units; iv) non-existence of traditional hierarchies; v) functions are grouped under diverse services?

  A. Matrix; Functional; Divisional, Seamless, Product-based.
  B. Matrix; Functional; Seamless; Geographic; Divisional.
  C. Divisional; Functional; Matrix; Seamless; Divisional.
  D. Seamless; Functional; Divisional; Matrix; Product-based.
  A. Matrix; Functional; Divisional, Seamless, Product-based.

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  Matrix, Functional, Divisional, Seamless and Product-based. In a matrix structure, employees report to two or more managers. Traditional hierarchies do not exist in a seamless organization. A geographic structure exists where there are executives of regional areas for all business functions. The divisional structure is a type of organizational structure that groups each organizational function into a division, each division is a quasi-autonomous unit. Product-based structures are delineated by products or services.

• Question 805:

  Which of the following is inaccurate regarding labor relations?

  A. The Janus v. AFSCME case established that members of a bargaining unit cannot be mandated to pay union dues in the public sector.
  B. The most effective method unions use to organize a workplace is through inside organizing.
  C. An open shop is a workplace where there is no union security clause requiring membership or payments to a union as a condition of employment
  D. Union shops, agency shops, and maintenance of membership are prohibited union security clauses per the Taft-Hartley Act
  D. Union shops, agency shops, and maintenance of membership are prohibited union security clauses per the Taft-Hartley Act

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  The Taft-Hartley Act prohibits closed shops, not all union security shops. The U.S. Supreme Court in 2018 ruled in the Janus v. AFSCME case that the First Amendment prohibits public sector entities from collecting agency shop "fair share" fees from non-union members. Note that the Janus v. AFSCME case applies to non-union members, not "all members" and applies to "fair share fees" not "union due" Union members are still required to pay union dues in the public sector.

• Question 806:

  Racha is the CHRO of a multinational conglomerate whose primary role is transforming the HR division to a strategic, solution-driven division. Which of the following is a part of the CHRO's role in influencing business results;

  A. Business-driven people administration, and risk mitigation with a strong focus on regulatory compliance
  B. Tie recommendations, people programs, and recognition to the tactical goals of the business
  C. Develop HR analytics and metrics to primarily drive transactional business value and operational success
  D. Link people initiatives to drive business results and engage other leaders to achieve high-level documented corporate goals.
  D. Link people initiatives to drive business results and engage other leaders to achieve high-level documented corporate goals.

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  Remember strategy is high-level, organization-wide and engaged in primarily by executive leadership. It is not tactical, business-unit, transactional, administrative or compliance-driven. There is a cascade from top-level strategic goals, to the mid-level tactical goals, to lower level action plans.

• Question 807:

  In which stage of strategy planning does a SWOT analysis take place?

  A. Environmental Scanning.
  B. Strategy Formulation.
  C. Strategy execution.
  D. Strategy implementation.
  A. Environmental Scanning.

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  Environmental scanning is the framework for collecting information to create a successful strategic plan. This is the stage when the SWOT (Strength, Weakness, Opportunities, Threats) analysis takes place. Remember, Strengths and Weaknesses are internal to the organization; while Opportunities and Threats are external to the organization. Other tools used in environmental scanning include PESTLE analysis and Porter's 5 forces.image credit:www.articles.bplans.com

• Question 808:

  An HR manager wants employees to acquire the skills to respond appropriately to practical situations. Which training style would be most effective?

  A. Instructor-led
  B. Competence-based
  C. Knowledge content
  D. Blended learning
  D. Blended learning

• Question 809:

  Which of the Boston Consulting Group Model (BCG Model) categories are being described here: A fast growing market leader.

  A. star
  B. cash cow
  C. dog
  D. question mark
  A. star

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  The Boston Consulting group's product portfolio matrix (BCG matrix) is designed to help with long- term strategic planning, to help a business consider growth opportunities by reviewing its portfolio of products to decide where to invest, to discontinue, or develop products. Dogs:These are products with low growth or market share. Question marks or Problem Child:Products in high growth markets with low market share. Stars:Products in high-growth markets with high market share. Cash cows:Products in low growth markets with high market shareStars are products with high market growth and a high market share.

• Question 810:

  Which action should an HR director take to begin conducting a market data analysis to address pay inequities across different departments?

  A. Define the organization's compensation philosophy.
  B. Determine which jobs to benchmark externally.
  C. Secure the current year's salary surveys.
  D. Establish the need for input from the management team.
  B. Determine which jobs to benchmark externally.

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  Identifying which roles to benchmark externally is the critical first step in a market data analysis, ensuring that you gather relevant salary data for comparable positions to address pay equity.