SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 891:

  A local, family-owned hardware company has multiple stores throughout a midsize city. Recently, the HR manager for the hardware company was informed by the CEO that a large, publicly traded organization is acquiring the family-owned business. As a result of the acquisition, the HR manager will soon be instructed to lay off employees at various locations. In addition to telling the HR manager, the CEO also informs the store managers at each location. The CEO plans to announce the acquisition at a companywide meeting, but news of the acquisition has already leaked to employees who now feel betrayed by the lack of communication. Store managers are already complaining that employees are engaging in counterproductive work behaviors like showing up late to work, leaving store shelves unorganized, and acting disrespectfully to store managers. The HR manager is concerned about these behaviors since the acquisition will not formally take place for another six months.

  A store manager tells the HR manager that an employee who is showing up late to work should be reprimanded, but the store manager is fearful the employee will act aggressively toward the store manager. Which action should the HR manager take?

  A. Recommend the store manager tell all employees the importance of showing up for work on time.
  B. Provide the store manager advice on offering effective feedback when reprimanding the employee.
  C. Ask the store manager for documentation of the employee's past attendance record.
  D. Tell the manager that they should not be fearful of the employee.
  B. Provide the store manager advice on offering effective feedback when reprimanding the employee.

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  Coaching the manager on delivering clear, constructive feedback helps them address lateness while employing techniques to manage potential aggression, ensuring the reprimand is both effective and safe.

• Question 892:

  Value chain analysis is a tool used to: A. identify the firm's core competencies in each of the primary activities of the firm.

  B. understand the parts of the firm's operation that create value and those that do not.

  C. analyze a firm's external environment for value-creating opportunities.

  D. analyze a firm's primary and support activity in isolation from influences of the external environment.

  Correct Answer. B
  B

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  Value chain analysis (VCA) is a process where a firm identifies its primary and support activities that add value to its final product and then analyze these activities to reduce costs or increase differentiation. Value chain represents the internal activities a firm engages in when transforming inputs into outputs.

• Question 893:

  A local, family-owned hardware company has multiple stores throughout a midsize city. Recently, the HR manager for the hardware company was informed by the CEO that a large, publicly traded organization is acquiring the family-owned business. As a result of the acquisition, the HR manager will soon be instructed to lay off employees at various locations. In addition to telling the HR manager, the CEO also informs the store managers at each location. The CEO plans to announce the acquisition at a companywide meeting, but news of the acquisition has already leaked to employees who now feel betrayed by the lack of communication. Store managers are already complaining that employees are engaging in counterproductive work behaviors like showing up late to work, leaving store shelves unorganized, and acting disrespectfully to store managers. The HR manager is concerned about these behaviors since the acquisition will not formally take place for another six months.

  The large, publicly traded organization employs workers from very diverse backgrounds. Which action should the HR manager take to prepare employees for working with others from diverse backgrounds?

  A. Adjust the local stores' statement on inclusion and diversity to incorporate more language related to diversity.
  B. Offer inclusion and diversity training to employees prior to the acquisition.
  C. Research the demographics of the acquiring organization to prepare local store employees and managers.
  D. Update the employee handbook to include an inclusion and diversity policy.
  B. Offer inclusion and diversity training to employees prior to the acquisition.

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  Providing inclusion and diversity training before the acquisition helps local employees develop the cultural awareness and skills needed to collaborate effectively with a more diverse workforce, smoothing the integration process.

• Question 894:

  An HR director is tasked with building a market-based pay structure for the company. After gathering the background information needed for project success, which is the next step?

  A. Determine the sources of external pay data needed.
  B. Calculate the costs of the pay structures.
  C. Develop metrics to evaluate the pay structures.
  D. Conduct an external pay data analysis.
  A. Determine the sources of external pay data needed.

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  Identifying appropriate external data sources ensures you collect reliable market information before proceeding to analysis and structure development.

• Question 895:

  An agreement to fix product prices, limit industrial output, or exclude competition is a prohibited by?

  A. Dodd Frank Act
  B. Sarbanes-Oxley Act
  C. Sherman Antitrust Act
  D. Securities Exchange Act
  C. Sherman Antitrust Act

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  The Sherman Antitrust Act of 1890 is a federal statute which prohibits activities that restrict interstate commerce and competition in the marketplace. It is the first federal act that outlawed monopolistic business practices. The Sherman Act was amended by the Clayton Act in 1914.

• Question 896:

  An employee posts on social media complaining about working conditions at the employee 's place of employment. Which action should the employer take?

  A. Deny the employee future promotions.
  B. Restrict social media use on the employee's computer.
  C. Explain to the employee why work-related posts are unacceptable.
  D. Determine areas for improvement in the workplace.
  D. Determine areas for improvement in the workplace.

• Question 897:

  An HR manager is developing a quality assurance program to manage risk associated with top talent management. The manager is currently creating action plans. Which action provides the most balanced approach?

  A. Place top performers in every position to avoid poor performance.
  B. Develop generic competencies to minimize the risk of talent being unprepared for the future.
  C. Fill all requisitions as quickly as possible to prevent employee shortages.
  D. Invest in talent for several future scenarios according to their relative likelihood and risk.
  D. Invest in talent for several future scenarios according to their relative likelihood and risk.

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  Investing in talent across multiple future scenarios based on their likelihood and associated risks ensures a balanced allocation of development resources and readiness for diverse business needs.

• Question 898:

  An organization that offshores apparel fabrication has come under fire for using a supplier cited for child labor and human rights violations in its factories. To avoid this situation in the future, which certification should the organization seek in their next supplier?

  A. SA8000
  B. ISO 26000
  C. OECD Guidelines
  D. Caux Principles
  A. SA8000

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  Note that the only certification listed is the SA8000. SA8000 is an auditable certification standard that encourages organizations to develop, maintain, and apply socially acceptable practices in the workplace. SA8000 certification is modeled on ISO standards. Prospective facilities must integrate it into their management practices and demonstrate ongoing compliance with the standard.SA8000 measures the performance of companies in eight areas important to social accountability in the workplace: child

  labor, forced labor, health and safety, free association and collective bargaining, discrimination, disciplinary practices, working hours and compensation. ISO 26000 Guidance on social responsibility is a voluntary international guidance standard providing guidelines for social responsibility. The OECD Guidelines for Multinational Enterprises (Organization for Economic Co-operation and Development Guidelines) are recommendations from governments to multinational enterprises on responsible business

  conduct. The OECD Guidelines set standards for responsible business conduct across a range of issues such as human rights, labor rights, and the environment. Caux Principles - Seven core principles underlie the Caux Round Table for Moral Capitalism approach to responsible business practices. Principle 1:Respect stakeholders beyond shareholders. A responsible business has responsibilities beyond its investors and managers.

  Principle 2: Contribute to economic and social development.

  Principle 3: Build trust by going beyond the letter of the law.

  Principle 4: Respect rules and conventions.

  Principle 5:Support responsible globalization.

  Principle 6: Respect the environment.

  Principle 7: Avoid illicit activities.

• Question 899:

  Firms must be aware of goals other than short-term profit maximization. One area of concern should be social responsibility which is:

  A. the fact that legal costs could impact the financial bottom line.
  B. the expectation that business will strive to improve the overall welfare of society.
  C. the idea that businesses are responsible to maintain a healthy social climate for their employees.
  D. the idea that organizations are solely responsible to local citizens.
  B. the expectation that business will strive to improve the overall welfare of society.

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  Firms must be aware of goals other than short-term profit maximization. One area of concern should be social responsibility which is the expectation that business will strive to improve the overall welfare of society.

• Question 900:

  Efficiency is concerned with:

  A. the degree of goal attainment
  B. the degree of resource usage
  C. the act of doing things right
  D. the use of resources in goal attainment
  C. the act of doing things right

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  The act of doing things right. Efficiency is defined as the ability to accomplish something with the least amount of wasted time, money, and effort or competency in performance. Effectiveness is defined as the degree to which something is successful in producing a desired result.