SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 81:

  The current HR structural model in a high-growth organization with multiple business units has resulted in HR talent management processes that are inconsistent, strain budgets, and produce poor-quality data. What is the most significant benefit the organization can expect from using a shared services model with a designated center that specializes in talent management?

  A. Stronger employer brand to leverage in recruiting
  B. Reduced HR costs at an organizational level
  C. Increased use of career development offerings
  D. Integrated processes across the organization
  D. Integrated processes across the organization

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  A shared services center (sometimes referred to as a center of excellence) that specializes in talent management could be located in one unit, and the other HR departments could use this resource to perform tasks related to talent management. The most important benefit to the organization is that talent management processes will be integrated and therefore more consistent across the organization. The plan would not necessarily reduce costs, but it could use the budget more wisely by investing in technology that recognizes the interdependencies between resourcing, performance, learning, succession, and rewards. The effect on the employer brand and on employee use of career development options would depend less on how talent management is delivered and more on the quality of the offerings and supporting communication.

• Question 82:

  The Sync organization is changing from its traditional form of organizational hierarchy to dividing the business into specialized, tightly-knit and relatively autonomous strategic business units. This has enabled a greater flexibility where parts of the business can be separated and recombined to work more efficiently. Which of the following represents the Sync organizational structure?

  A. Seamless
  B. Functional
  C. Modular
  D. Matrix
  C. Modular

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  The Modular structure divides the business into specialized, tightly knit strategic business units (SBUs) for greater flexibility and independence. An advantage of the modular structure is that loosely coupled structures enable organizations to be more flexible, continuously innovate, respond promptly to change, and restructure more easily.

• Question 83:

  According to Edgar Schein, implicit culture represents the innermost layer of culture. This layer involves:

  A. artifacts
  B. demographics
  C. basic assumptions
  D. espoused values
  C. basic assumptions

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  Edgar Schein divided an organization's culture into three distinct levels: artifacts, values, and assumptions. Artifacts are the overt and obvious elements of an organization such as dress codes, furniture and office layout, dress norms, inside jokes, and mantras. Espoused values are the company's declared set of values and norms. Shared basic assumptions are the bedrock of organizational culture - they are the innermost beliefs and behaviors so deeply embedded that they can sometimes go unnoticed.Image credit: www.gray.com

• Question 84:

  Employees' scores on a test which is designed to measure technical skills will be correlated with their performance in servicing automobiles in the car plant ?this is an example of?

  A. Face validity
  B. Content validity
  C. Criterion validity
  D. Construct validity
  C. Criterion validity

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  Criterion-related validity is a statistical demonstration of a relationship or correlation between scores on a selection procedure and job performance of a sample of workers.The two types of criterion-validity are concurrent and predictive validity.

• Question 85:

  What is the primary determination for conducting a safety self-audit?

  A. To ensure worker adherence with the organization's safety programs
  B. To avoid safety infractions and penalties from governmental regulatory bodies
  C. Risk elimination of safety accidents and employee injuries
  D. To reduce the frequency and cost of employee safety incidents and workers' compensation claims
  A. To ensure worker adherence with the organization's safety programs

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  A "Safety Self-Audi"; means a systematic, documented, and objective review by an employer of its operations and practices to prevent, identify, and correct workplace safety and health hazards. An employer can conduct self-audits and self- inspections in order to ensure its workplace is a safe environment for staff and is free from hazards. The primary purpose is to ensure employees are in compliance with the company's health and safety programs.

• Question 86:

  Which of the following is an example of an implicit culture?

  A. German precision
  B. British queues
  C. German punctuality
  D. Arts of the Benin Kingdom
  A. German precision

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  The difference between explicit and implicit culture is that explicit culture is frontstage culture, are clearly stated, and represent a state of being aware of the rules and customs of a culture. Implicit culture on the other hand, is not easily recognizable but tends to give direction to behavior. Explicit culture includes language, food, music, punctuality, arts and crafts, and queues; while implicit culture includes unwritten values, norms or attitudes such as precision.

• Question 87:

  The Receptacle organization has lost its overall market share by 13% because its customer satisfaction levels has deteriorated over the last 7 months. The Chief Executive Officer (CEO) speaks to the Chief Human Resource Officer (CHRO) about receiving anonymous emails of dysfunction in the customer service department. The CEO asks the CHRO to determine why the department is performing poorly, and if the Head of Customer Service (HCS) is able to lead the team effectively. The CEO states that

  the rising levels of customer complaints of poor service must be handled urgently and decisively.

  The CHRO schedules a meeting with the HCS. The HCS was a top performer as an employee for 4 years and was recently promoted to lead the department. During the meeting, the HCS admits that he is facing significant employee relations problems. He states that certain employees are given preferential treatment by the CEO based on familial ties and these employees cannot be controlled. He is at a loss on what to do about these "problem" employees because they have access to the CEO based on

  family ties.

  Staff in the department respond to an average of 3 calls per hour while the industry standard average is 7 calls per hour. The HCS states that he is desperate for help and is open to any solutions that the CHRO can offer. The CHRO finds that the department is not staffed at full capacity and though the vacant positions have been posted in-house, employees are not keen on applying for the roles based on rumors of poor employee relations, bias, chaotic systems and controls.

  Based on the CHRO's discussion with the HCS, what feedback should the CHRO give to the CEO?

  A. Advise the CEO that the HCS should be replaced with a more efficient manager as he performs better in operations than in people management.
  B. Communicate to the CEO the problems shared by the HCS and proffer a solution that can resolve the department's problems.
  C. Implement a comprehensive solution to the problems in the department, then report to the CEO on the challenges and the solutions.
  D. Organize a meeting between the HCS and the CEO for direct communication on the employee relations and productivity problems.
  B. Communicate to the CEO the problems shared by the HCS and proffer a solution that can resolve the department's problems.

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  Remember that the CEO has specifically asked the CHRO to investigate and determine a solution to the problems in the department. Therefore, the CHRO is to supply a candid response and proffer possible solutions to the HCS request for assistance.

• Question 88:

  An HR manager at a large software company is preparing to conduct an annual employee engagement survey. The survey is developed and administered internally. This year, the leadership team wants to make significant changes to the survey, including adding new scales and questions. As a result, the survey will be about twice as long as in previous years. The HR manager knows most employees thought the previous survey took too long, although participation rates were still usually high and averaged 75% over recent years.

  Which action should the HR manager take to effectively communicate the results to the leadership team?

  A. Encourage the leadership team to talk to the HR manager about results that most interest them.
  B. Schedule an in-person meeting with the leadership team to discuss the results.
  C. Hold a conference call with the leadership team to discuss the results.
  D. Draft a detailed report of the findings and send it to the leadership team.
  B. Schedule an in-person meeting with the leadership team to discuss the results.

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  An in-person meeting allows for dynamic presentation of key findings, real-time discussion, and immediate clarification of insights, ensuring leadership fully understands and engages with the survey results.

• Question 89:

  Which of the following is true about a succession plan?

  A. Seeks to identify employees that can assume responsibility for critical positions during emergencies
  B. Prepares employees to the point where they can assume crucial roles before a search is done for permanent replacements
  C. A long-term outlook focused on developing high potential employees for promotion
  D. Seeks to identify employees with development potential as short-term backups for leadership roles
  C. A long-term outlook focused on developing high potential employees for promotion

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  Note that a succession plan is different from a replacement plan. A replacement plan is a process of identifying short-term or long-term backups to assume responsibility for critical positions during emergencies - "replacements" are not promised promotions; they are prepared to the point where they can assume critical positions long enough before a permanent replacement is determined. Succession planning, on the other hand, has a long term outlook focused on developing a pool of employees with development potential to invest in, train and develop for critical and leadership roles.

• Question 90:

  Which is the first step an HR manager should take when designing a workplace safety program?

  A. Provide training for employees on safety practices.
  B. Document hazard prevention and control measures.
  C. Analyze the workplace to determine risks to safety.
  D. Get executive management commitment and support.
  D. Get executive management commitment and support.

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  Securing executive management commitment and support lays the foundation for allocating the resources, authority, and visibility necessary to implement an effective workplace safety program.