SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 861:

  A company executive tasked an IT professional with purchasing technology tools for the company's employees. Within days of using the tools, the employees became frustrated and refused to use them. Why should the executive have included HR in the purchase decision?

  A. HR professionals know what technology tools the company needs.
  B. HR professionals have technical knowledge of the technology tools which will reduce employee frustration.
  C. HR professionals know the business environment and understand the employees within the organization.
  D. HR professionals can provide training on the technology tools they are familiar with.
  C. HR professionals know the business environment and understand the employees within the organization.

• Question 862:

  An HR director at a construction company heads an HR department of six employees, including two recruiters. In recent years, managers at the company have begun using external hiring firms rather than internal recruiters to fill vacancies. The HR director notices tension between the HR department and the managers. The HR director investigates further and learns that the internal recruiters are often very busy with several job searches simultaneously. As a result, managers typically do not receive many updates about ongoing job searches for vacancies on their teams, and searches can take several months. The managers receive pressure from company leadership to meet quotas, so they do not have much time to fill vacancies and choose to use external hiring firms, which tend to fill vacancies quickly. However, managers typically do not share information about filling vacancies through external firms with the internal recruiters, wasting time and resources and increasing conflict between the managers and the HR department. Additionally, the HR director learns that some new hires have been disciplined for unprofessional behavior, while others have left the company within six months.

  How should the HR director encourage better communication about the recruiting process between internal recruiters and managers?

  A. Ask recruiters to provide weekly updates on all job searches to the relevant managers.
  B. Require frequent meetings with managers and internal recruiters to share information and updates.
  C. Assign managers and recruiters to an organizational communication training session.
  D. Conduct a post-hiring survey for managers and recruiters on the effectiveness of the recruiting process.
  A. Ask recruiters to provide weekly updates on all job searches to the relevant managers.

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  Regular weekly updates ensure managers have timely visibility into each search's status, fostering transparency and preventing misunderstandings without overburdening staff.

• Question 863:

  A company wants to use artificial intelligence (AI) in its candidate selection process. Which next step should the HR director take to evaluate this decision?

  A. Compare the time-to-fill metrics with and without the AI feature.
  B. Verify the company's cloud-based software supports the AI feature.
  C. Evaluate recruitment labor dollars saved versus time-to-fill with the AI feature.
  D. Ensure the AI feature validates why the decisions are optimal.
  A. Compare the time-to-fill metrics with and without the AI feature.

• Question 864:

  A board of directors is engaged in very tough contract negotiations with the organization's current CEO. The board's head comes to the VP of HR and asks for help. What would be the best support HR could provide?

  A. Advise the board not to offer more than a certain percentage increase in compensation.
  B. Survey other senior leaders to see if they know any issues that could be used as negotiating leverage.
  C. Give the board an accurate picture of the costs and opportunities associated with replacing the CEO.
  D. Encourage the board to practice principled negotiations even if the CEO chooses brinkmanship tactics.
  C. Give the board an accurate picture of the costs and opportunities associated with replacing the CEO.

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  It will be useful for the board to have a BATNA, or "best alternative to a negotiated agreement," in their negotiations with the CEO. The VP of HR can help create this by presenting the board with more information about current and comparable CEO compensation ranges and the state of the talent pool. Getting information from other VPs may be unethical and would weaken relationships in the end. Practicing principled negotiation is good general advice but not helpful in this situation. Setting a firm limit without knowing one's alternatives may be risky.

• Question 865:

  Employees at one location are resisting the assignment of minority employees. Which step should the chief human resource officer take first to overcome the issue?

  A. Avoid assigning minority employees to that office.
  B. Require employees in that office to complete diversity training.
  C. Communicate the CEO's support for diversity to that office.
  D. Secure the CEO's sponsorship for diversity across the organization.
  D. Secure the CEO's sponsorship for diversity across the organization.

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  Securing the CEO's sponsorship establishes executive commitment and authority for diversity, creating a foundation for effective communication and interventions at the location.

• Question 866:

  Which of the following organizations operates a corporate strategy of differentiation?

  A. A chain of retail stores sells in bulk and offers discounts to only its loyal customers.
  B. The finished product of a company is run through the Six Sigma process to ensure customer satisfaction.
  C. A company develops a premium product that is distinctively adaptive to weather changes.
  D. A firm spends considerable money on print and television advertising to attract top-tier customers.
  C. A company develops a premium product that is distinctively adaptive to weather changes.

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  Michael Porter developed the phrase Generic Competitive Strategies. This is composed of three generic strategies, which are, cost leadership, differentiation, and focus.A company may choose to lower costs or differentiate based on what is important to their customers to demand higher prices on products or focus by offering products to a select segment of their target market.Differentiation focuses on setting a product or service apart by giving it unique features that consumers value and for which they will pay a higher price for higher value. Six Sigma is a set of methods and tools for process improvement by eliminating errors.

• Question 867:

  Which organizational design element should be used to improve diversity in the organization?

  A. Develop career paths that target underrepresented employees' talents to foster advancement.
  B. Apply minimum standards for demographic representation in the applicant pool.
  C. Establish a diversity committee with members from each department.
  D. Identify demographic hiring goals for each department and share data with hiring leaders.
  A. Develop career paths that target underrepresented employees' talents to foster advancement.

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  Designing career paths that deliberately develop and advance underrepresented employees embeds diversity into the organizational structure and promotes equitable progression.

• Question 868:

  A global HR team is developing its HR strategy. Which should be addressed first to demonstrate strategic excellence?

  A. Purpose and principles
  B. Talent requirements
  C. HR organizational design
  D. HR programs and practices
  A. Purpose and principles

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  Defining the organization's purpose and guiding principles establishes the strategic foundation, ensuring all subsequent talent plans, structures, and programs align with the overarching HR vision and business goals.

• Question 869:

  A new HR manager at a software company receives two complaints about a sales representative within the HR manager's first three months of working at the company. One employee states that the sales representative has made inappropriate remarks about the appearance of other employees. While the HR manager is investigating this complaint, a customer also contacts the HR manager to state that the customer paid the sales representative for services associated with another business the sales representative owns but did not receive the promised services. The HR director advises the HR manager to avoid confronting the sales representative to keep the ongoing investigation confidential.

  The HR manager learns that many employees view HR as ineffective because the previous HR manager did not take action when employees submitted complaints. Which action should the HR manager take to change this perception?

  A. Send an email to all employees reminding them to take advantage of HR's open-door policy
  B. Develop a formal system for employees to submit complaints and for HR to track each complaint's resolution.
  C. Publish stories of how HR resolved employee complaints in the companywide newsletter.
  D. Administer a companywide survey that solicits feedback from employees about how HR can better serve employees
  B. Develop a formal system for employees to submit complaints and for HR to track each complaint's resolution.

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  Implementing a formal complaint submission and tracking system provides transparency and accountability, ensuring employees see that HR consistently follows up and resolves concerns.

• Question 870:

  In determining if Adam is disabled, which of the following mitigating measures may be considered?

  A. A prosthetic limb
  B. Hearing aids
  C. Wheelchairs
  D. Contact lenses
  D. Contact lenses

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  The Americans with Disabilities Act Amendments Act of 2008 (ADAAA) states that mitigating measures other than "ordinary eyeglasses or contact lenses" shall not be considered in assessing whether an individual has a disability.