SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 911:

  An organization needs to prioritize disbursements for its risk management initiatives. What would be the appropriate first step?

  A. Identify processes/individuals critical to the organization's delivery of value to stakeholders.
  B. Evaluate the risk management initiatives for effectiveness
  C. Transfer the risk by obtaining employee practices liability insurance
  D. Monitor and manage potential risks in order to reduce the negative impacts
  A. Identify processes/individuals critical to the organization's delivery of value to stakeholders.

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  The first step in any organization's initiative is need identification.The first step is to identify critical processes/individuals critical to the organization's delivery of value to stakeholders to determine the priorities and where to direct finances. This will help the organization focus its resources in the most effective manner. Identify the Risk this step involves uncovering, recognizing and describing risks that might affect the project or its outcomes.The steps in risk management is identify the risk; analyze the risk, evaluate the risk, risk response planning, monitor and review the risk.

• Question 912:

  What financial benefit does an employer gain in choosing to provide incentive pay to its employees rather than an increase in base pay?

  A. It reduces the possibility of perceived pay inequities based on distributive justice
  B. It increases organizational engagement levels
  C. It is less burdensome to a company's bottom-line
  D. It improves employee morale
  C. It is less burdensome to a company's bottom-line

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  Incentive pay/variable pay/pay-for-performance refers to pay earned beyond an employee's normal base pay i.e. wages or salary. It is pay awarded for results/performance rather than for time worked; it is not guaranteed (unlike base pay); and is paid out only if an individual/team achieves a productivity goal. Incentive pay does not add to the salary burden of an employer because staff base pay is not increased, and other forms of pay linked to base pay (overtime, shift premium, sick pay) are not impacted.

• Question 913:

  A small technology company needs to design and create a marketing campaign for a new software product it plans to offer in three months. Which type of worker should the HR manager select for the project?

  A. On-call
  B. Temporary
  C. Part-time
  D. Contract
  D. Contract

• Question 914:

  What job evaluation approach should be used to determine the degree to which jobs being evaluated are composed of selected compensable factors?

  A. Ranking
  B. Job classification
  C. Point method
  D. Wage curves
  C. Point method

• Question 915:

  The C-Suite of a company with 600 employees intends to hire 150 employees in the next 12 months. The Chief Operating Officer and the HR Director are both responsible for the expansion initiative. The company headquarters is located in a small underdeveloped city. The local school system is slightly above the state average in terms of funding and graduation levels. The local economy is based on small businesses and manufacturing. The wage base in the city is significantly lower than that of the nearest larger city. The HR director is concerned about the ability to attract new candidates. The new positions will be administrative, business development, technical, and managerial. The HR director intends to propose that some current employees can be developed for promotion. The HR staff of two employees is excited about the project.

  Which would be the first step the HR director should take to gather more detailed information to begin the staffing process?

  A. Obtain feedback from internal and external stakeholders
  B. Meet with the Chief Operating Officer to establish a talent acquisition strategy
  C. Prepare a business case to build support for the initiative
  D. Determine what assessment metrics would accurately rate the effectiveness of the initiative
  B. Meet with the Chief Operating Officer to establish a talent acquisition strategy

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  Talent acquisition is a long-term HR strategy aimed at fulfilling organizational needs by finding top talent and convincing them to bring their unique skills to the company. The talent acquisition strategy is the basis for recruitment and selection activities. All other activities stem from the talent acquisition strategy.

• Question 916:

  "Even though there is an over-arching HR strategy, it is debilitating to the company to keep having independent HR functions in our product units because it is cost-intensive and has led to variations in HR practices in the organization". The speaker is most likely referring to___________?

  A. a hybrid HR model
  B. a dedicated HR model
  C. a decentralized HR model
  D. a functional HR model
  C. a decentralized HR model

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  In a decentralized HR structure, strategy and policies are created by Headquarters HR while HR in the business units operate and make decisions on HR processes independent of the other units. In this structure, HR policies and practices differ significantly across locations. In the Functional HR structure, headquarters HR is staffed with specialists who determine HR strategies and policies while HR generalists who are located within divisions or business units or locations implement these strategic policies, adapt them as needed, and are responsible for employee communication. The Dedicated HR structure allows businesses with multiple business units that have different strategies to apply HR expertise to each business unit's specific needs. This means the HR strategy of each business unit is different from the other. In the Centralized HR structure, HR strategy, policy, administration and decisions are concentrated in a strong, singular HR department. Policies and practices are the same across business locations, and HR support and administration adopt a "one size fits all"model.

• Question 917:

  Immediately after completion of a computer based training with 15 modules, participants are asked to complete a 1 hour online test and a 5 minutes survey. The online test is ____________; and the survey is ____________ of Donald Kirkpatrick's summative evaluation;

  A. Reaction; Learning
  B. Learning; Behavior
  C. Learning; Reaction
  D. Results; Reaction
  C. Learning; Reaction

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  A test will determine if the participants learnt the material and if the information was effectively absorbed while a survey is at the reaction stage to know the participants initial reaction and insights into the content quality, method of delivery, instructor, and environment.

• Question 918:

  From a strategic perspective, what should Ada include in the contract terms of an offer letter for an executive with specialized skills in software engineering?

  A. Omnibus Budget Reconciliation Act (OBRA) requirements on executive pay
  B. Corporate social responsibility requirements Contract compensation details such as incentive compensation, stock options, deferred compensation
  C. Contract length and renewal requirements
  D. Restrictive covenants on no-solicitation, exclusive services, and trade secret protection
  D. Restrictive covenants on no-solicitation, exclusive services, and trade secret protection

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  From a strategic perspective, restrictive covenants such as non-compete agreements, no-solicitation agreement, services being exclusively for the employer and trade secret protection are crucial. Note that from a legal perspective, trade secret protections are more freely allowed as well as prohibitions against soliciting employees to leave their employment for a reasonable period following termination.

• Question 919:

  While reviewing the organization's 360-degree feedback reports, a HR manager notices discrepancies in the feedback provided for the Team Lead in the accounting department. The individual's supervisor has rated the team lead's performance highly, but the team itself is dissatisfied with the way the Team Lead treats them. They are afraid to disagree, however, because the Team Lead berates them at meetings for voicing their opinions. The HR manager has heard rumors about this behavior and asks to view the Team Lead's performance self-evaluation feedback report.

  What is the best way to address the Team Lead's performance issues?

  A. Place the Team Lead on remedial measures of frequent reporting on departmental progress, and leadership development training.
  B. Recognize the Team Lead for the strengths revealed in the performance review and explain the main areas for developing people management
  C. Tell the Team Lead about the feedback HR has received and state that if the reported treatment of the team continues, the Team Lead will be disciplined according to company policy
  D. Hold informal meetings with employees to solicit ideas on how communication can be improved in the team
  B. Recognize the Team Lead for the strengths revealed in the performance review and explain the main areas for developing people management

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  The best way to address the Team Lead's performance issues is to have a conversation to recognize the Team Lead for the strengths revealed in the performance review and explain the remedial areas for developing people management. Remedial measures include more frequent reporting on departmental progress, leadership development and training or an assigned mentor to help improve the Team Lead's performance with daily guidance.

• Question 920:

  A company is opening an international office and intends to send the HR manager, an IT architect, and a financial analyst to build the infrastructure and train new employees. After creating job descriptions, which step should HR take to select employees for the assignment?

  A. Ask department heads to nominate individuals based on past performance evaluations.
  B. Announce the position openings for the new office in an email sent from the CEO.
  C. Generate a report on all employees to identify those whose marital status is single.
  D. Hire an external recruiter to identify potential candidates based on qualifications.
  B. Announce the position openings for the new office in an email sent from the CEO.

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  Announcing the openings in a companywide email from the CEO ensures transparency, signals executive support, and invites qualified internal candidates to express interest in the international assignment.