SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 851:

  An HR department creates a phased retirement program to encourage employees nearing retirement to gradually reduce their working hours rather than abruptly leave the company. Which benefit does the program provide to early- and mid- career employees?

  A. Transfer of institutional knowledge
  B. Greater promotion opportunities
  C. Reduction in the stress of retirement
  D. More time to recruit replacements
  A. Transfer of institutional knowledge

• Question 852:

  Strategic planning involves the following process except?

  A. Generates tactical plans for each company function
  B. Ensures organizational agility and readiness for the future
  C. Determines how the company's vision and mission will be achieved in the long-term
  D. Sets the direction and establishes priorities for an organization
  A. Generates tactical plans for each company function

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  Strategy is important to an organization because it provide an overall long-term direction to the management of the organization that creates, maintains, and fosters its competitive advantage. Note that Option A refers to tactical planning which breaks down a company's strategic plan and sets forth specific short-term actions and plans, by company department or function. The tactical planning horizon is shorter than the strategic plan horizon.

• Question 853:

  Which corporate social responsibility practice is discretionary?

  A. Following business standards
  B. Supporting employee volunteerism
  C. Complying with economic obligations
  D. Enforcing ethical practices
  B. Supporting employee volunteerism

• Question 854:

  What is the FIRST step in locating a 3rd party vendor to handle an employee assistance program?

  A. Establish a Request For Proposal
  B. Conduct on-site visits
  C. Analyze needs and define goals
  D. Contact potential vendors
  C. Analyze needs and define goals

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  Needs Analysis is a formal, systematic process of identifying and evaluating what should be done, or the specific needs of an individual or group of employees. Needs are often referred to as "gaps,"or the difference between what is currently done and what should be performed. The first step is always to find out what is needed, what are the gaps, and what are the objectives before proceeding to determine possible solutions.

• Question 855:

  A producer of laptops has experienced rapid growth in the last six months since they started the business. Consequently, they are implementing an HRIS using the existing local area network and workstations. Which HRIS feature will be most useful in the initial stages?

  A. employee self-service
  B. applicant tracking
  C. centralized storage
  D. performance management
  B. applicant tracking

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  Since the organization is in its growth stage, its focus will be on attracting skilled employees. Therefore, the immediate focus will be on tracking and recruiting competent employees.

• Question 856:

  Because the Internet lowers barriers to entry in most industries, it:

  A. increases the threat of new entrants.
  B. decreases the threat of new entrants.
  C. makes it easier to build customer loyalty.
  D. increases supplier power.
  A. increases the threat of new entrants.

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  Because the Internet lowers barriers to entry in most industries, it increases the threat of new entrants.

• Question 857:

  A HR manager is investigating reasons for job turnover among company employees moving from one job or department to another. Which data collection method would provide the information without initiating interdepartmental conflict?

  A. Surveys to all employees who have changed positions within the past year
  B. Group Interviews with employees and previous supervisors to discuss reasons for the job changes
  C. Searching through performance appraisal files and personnel records to learn reasons for job turnover within the company
  D. Questionnaires distributed only to employees who have changed positions
  C. Searching through performance appraisal files and personnel records to learn reasons for job turnover within the company

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  The data collection method that would provide the information required without initiating interdepartmental conflict is by searching through performance appraisal files and personnel records to determine the?reasons for job turnover within the company. This option does not involve human interactions and difficult discussions.

• Question 858:

  According to Blake Mouton managerial theory, a manager who delegates all tasks and does not exercise any authority over the team is what kind of manager?

  A. Country club manager
  B. Impoverished manager
  C. Task manager
  D. Grid leader
  B. Impoverished manager

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  The Blake Mouton Grid is based on two behavioral dimensions:Concern for People: this is the degree to which a leader considers team members' needs, interests and areas of personal development when deciding how best to accomplish a task.Concern for Results: this is the degree to which a leader emphasizes concrete objectives, organizational efficiency and high productivity when deciding how best to accomplish a task.The Impoverished or "indifferent" manager is mostly ineffective. With a low regard for creating systems that get the job done, and with little interest in creating a satisfying or motivating team environment, this manager's results are inevitably disorganization, dissatisfaction and disharmony.

• Question 859:

  Which of the following is the first step to Enterprise Risk Management?

  A. How do we monitor the risks?
  B. How do we control the risks?
  C. What are the impacts of the risks?
  D. What risks do we have?
  D. What risks do we have?

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  The first step in Enterprise Risk Management is to identify the risks. The question, "what risks do we have" seeks to identify the risks.

• Question 860:

  An employee from an organization's headquarters in the United States accepts a position at a subsidiary in Hong Kong. The headquarters' assignee will receive the same pay as Hong Kong citizens working in equivalent positions. This is an example of which international compensation approach?

  A. Tax equalization
  B. Headquarters-based balance sheet
  C. Pure localization
  D. Home-country-based balance sheet
  C. Pure localization

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  Pure localization pays an assignee exactly what local nationals in equivalent positions in the host country are paid. Also, called the going rate approach, 'localization', 'destination' or 'host country based approach'. The core of this approach lies in linking the expatriate compensation to the salary structure of the host country, taking into account local market and compensation levels of local employees. The balance sheet approach to expatriate compensation is used to ensure employees are able to maintain their home purchasing power while on a temporary international assignment - In this approach, employees continue to be paid their home salary, maintain the link to home benefits, and receive a series of allowances to balance host vs. home costs for income taxes, goods and services, and housing. A local plus compensation approach is usually defined as an approach whereby companies pay their foreign employees according to the local (host country) salary structure plus additional compensation elements that are not typically provided to local nationals (such as transportation, housing, dependents' education, etc.