SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 871:

  How does a corporate social responsibility (CSR) program impact employee retention?

  A. Keeps employees behaviorally engaged in diversity initiatives
  B. Increases brand image as an ethical and sustainable organization
  C. Allows employees to engage in lateral transfers and job enrichment
  D. Improves employee extrinsic reward and morale
  B. Increases brand image as an ethical and sustainable organization

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  CSR impacts an organization's brand image and employee retention level is positively impacted as they work for an organization that is viewed as ethical and sustainable.

• Question 872:

  Which of the following situations violates the ERISA standards for pension funds?

  A. Employees are required to have a minimum of 15 months of service before they can participate in their employer's defined benefit plan.
  B. Employees are allowed to transfer their accrued pension funds to another employer's plan.
  C. An employer's plan excludes employees under age 21, regardless of how long they have worked for the organization
  D. Employees become fully vested after five years of service.
  A. Employees are required to have a minimum of 15 months of service before they can participate in their employer's defined benefit plan.

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  Federal law (Employee Retirement Income Security Act of 1974 (ERISA) sets minimum requirements for voluntary pension plans, but a plan may be more generous. Generally, a plan may require an employee to be at least 21 years old and to have a year of service with the company before the employee can participate in a plan. However, plans may allow employees to begin participation before reaching age 21 or completing one year of service.

• Question 873:

  The executive leadership team at a global IT company with over 300,000 employees in 140 countries decides they want more information about the state of the talent at the organization. They are concerned that they do not have enough insight about the talent pool across the organization. This has prevented HR from identifying and planning for retention risks and has caused delays in filling critical positions. Additionally, leaders across the organization lack an effective way to identify the best staff for their teams and must rely on recommendations from others. The VP of HR is asked to identify a talent management software solution and oversee its companywide implementation.

  A talent management software package has been selected. Which action should the VP of HR take to create an effective implementation project team?

  A. Select employees who have the most knowledge about talent management software solutions.
  B. Choose stakeholders who represent different functions and locations across the company.
  C. Ask leaders to assign the highest performing employees from their departments to the project.
  D. Assign leaders who have had the most challenges related to talent management to the project.
  B. Choose stakeholders who represent different functions and locations across the company.

• Question 874:

  Which group should be absolutely engaged when designing a global HR structure?

  A. Stakeholder
  B. Competitors
  C. Consultants
  D. Recruiters
  A. Stakeholder

• Question 875:

  Which is a key task in the implementation stage in CSR strategy?

  A. Define the extent and nature of HR's leadership role.
  B. Measure and evaluate initial results.
  C. Establish a guiding sustainability department.
  D. Set priorities and objectives.
  D. Set priorities and objectives.

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  The CSR Strategic Process includes;Executive Commitment - key to getting executive commitment is making a business case for CSR, i.e. demonstrating that it has business value and contributes to the bottom-line. Assessment - There are two components to the assessment step: 1. Reviewing systems and procedures within one's own organization to determine their current state of sustainability. 2. Gathering input from internal and external stakeholders. Infrastructure Creation

  - This step involves creating the infrastructure that will be responsible for guiding, overseeing, administering, reviewing, and championing the CSR strategy. Plan Implementation - The implementation stage of the CSR strategy involves setting priorities and objectives, tactical steps, and how to implement action plans. Measurement, Reporting, and Evaluation - ensure that all objectives have corresponding metrics and that a complete reporting and evaluating infrastructure is in place (The Global Reporting Initiative (GRI) G4 Sustainability Reporting Guidelines are the universally accepted standard for reporting of an organization's sustainability efforts and progress). Reassessment and Revision - Based on the evaluation of results, tactics and strategic goals should then be revised.

• Question 876:

  A municipality enacts certain employee benefit requirements. An organization operates in municipalities in regions all around the country. The HR director must decide how to address this situation. What legal concept does this situation represent?

  A. Rule of law
  B. Extraterritoriality
  C. Conflict of laws
  D. Difference between civil and common law
  C. Conflict of laws

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  Conflict of laws is created when two or more jurisdictions (in this case, the municipality and any higher level of government in the country or in other countries) each have different legal requirements for the entities operating in their borders. The HR director, probably with legal counsel, must clarify which jurisdiction has control over a particular issue and adjust policies accordingly.

• Question 877:

  Which of the following situations violates the ERISA standards for pension funds?

  A. Employees are required to have a minimum of 15 months of service before they can participate in their employer's defined benefit plan
  B. Employees are allowed to transfer their accrued pension funds to another employer's plan.
  C. An employer's plan excludes employees under age 21, regardless of how long they have worked for the organization
  D. Employees become fully vested after five years of service.
  A. Employees are required to have a minimum of 15 months of service before they can participate in their employer's defined benefit plan

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  Federal law (Employee Retirement Income Security Act of 1974 (ERISA) sets minimum requirements for voluntary pension plans, but a plan may be more generous. Generally, a plan may require an employee to be at least 21 years old and to have a year of service with the company before the employee can participate in a plan. However, plans may allow employees to begin participation before reaching age 21 or completing one year of service.

• Question 878:

  Why might an employer choose to accept a union?

  A. A union is a useful way to organize complex bodies of employees.
  B. It strengthens the employer's power with the union.
  C. The grievance process in a union contract is much more simple than in other situations.
  D. Union campaigns effectively motivate workforce performance.
  A. A union is a useful way to organize complex bodies of employees.

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  In some workplaces, unions can help employers communicate more quickly and clearly and implement actions in a more coordinated manner.

• Question 879:

  The North American Free Trade Act (NAFTA):

  A. resulted in the establishment of maquiladoras along the US-Mexico border
  B. has only two participants-the United States and Canada
  C. has led to negligible change in the U.S. manufacturing sector
  D. removes all tariffs from non-technical products
  A. resulted in the establishment of maquiladoras along the US-Mexico border

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  The North American Free Trade Agreement is an agreement signed by Canada, Mexico, and the United States that created a trilateral trade bloc in North America. A maquiladora is a factory in Mexico run by a foreign company and exporting its products to the country of that company, e.g. A U.S. company creates a factory in Mexico because of low production costs and low labor costs and exports the products into the USA.

• Question 880:

  To enhance HR effectiveness, what should HR measure as opposed to measuring processes?

  A. projects
  B. procedures
  C. results
  D. advisory and support role
  C. results

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  To enhance HR effectiveness, HR should measure results, and not processes