SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 941:

  Majority of employees in the USA are employed based on the employment at-will doctrine. This means that an employer can terminate an employee at any time for any reason, except an illegal one. A correct assumption on the employment at-will doctrine is?

  A. The employment at-will doctrine does not obtain in several nations.
  B. Negotiations for collective bargaining agreements include employment at-will clauses.
  C. Implied contracts are satisfactory to establish the employment-at-will doctrine.
  D. Globally, a large percentage of employment contracts contain employment at-will clauses.
  A. The employment at-will doctrine does not obtain in several nations.

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  Employment at-will means that an employer or employee can terminate an employee at any time for any reason (except an illegal one) or for no reason without incurring legal liability. Though the USA adopts the employment-at-will doctrine, most countries around the world adopt employment contracts instead this is established before or at the time of hire.Note that implied contracts can invalidate the employment-at-will doctrine in certain instances. An implied contract is one that has not been put into writing but it is implied from the actions and statements of the employer which may lead a reasonable employee to believe that he/she cannot be fired at will, but instead can only be terminated for just cause.

• Question 942:

  An organization suffers a severe loss when a natural disaster damages the corporate headquarters and causes the business to be shut down. Which type of proactive plan prevents this type of situation?

  A. Emergency evacuation plan
  B. Rapid response plan
  C. Business continuity plan
  D. Social media response plan
  C. Business continuity plan

• Question 943:

  A newly hired chief human resource officer (CHRO) discovers a flaw in the time-keeping policy that allows senior executives to receive full salaries and benefits without working the expected full-time hours. The CHRO reviews corporate data and identifies three senior executives in the sales department who regularly worked half the expected full-time hours for the past two years. The CHRO also discovers that the sales department has the lowest levels of employee engagement and morale across the corporation. However, the CHRO knows these three senior executives have been with the corporation for over a decade and have established strong alliances with the CEO. The CHRO presents the issue to the CEO and learns the CEO was unaware of the flaw in the policy. The CHRO and CEO agree to discuss the issue during the next executive team meeting.

  Prior to the executive team meeting, the three sales department senior executives confront the CHRO in person. The executives state that working less than the expected full-time hours is justified because the CEO has made them return early from vacation on multiple occasions. How should the CHRO respond?

  A. Offer to schedule a meeting with the executives to discuss their concerns.
  B. Suggest the senior executives speak to the CEO about their concerns.
  C. Advise the senior executives to start working the expected full-time hours to avoid disciplinary action.
  D. Explain to the senior executives why it is unfair for them to work less than the expected full-time hours.
  D. Explain to the senior executives why it is unfair for them to work less than the expected full-time hours.

• Question 944:

  In a leadership team meeting, the HR director of a car manufacturing company suggests the company should collaborate with its competitors to provide financial support for research on renewable energy sources. Which business strategy for sustainability is best illustrated by this suggestion?

  A. Transformational
  B. Embedded
  C. Isolated
  D. Defensive
  B. Embedded

• Question 945:

  Which of the following is NOT one of Porter's 5 forces?

  A. Threat of new entrants.
  B. Threat of changing cultures.
  C. Substitute products or services.
  D. Bargaining power of buyers.
  B. Threat of changing cultures.

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  Porter's 5 forces analysis is a framework that is used for business strategy development by analyzing 5 competitive forces within an industry. The 5 forces are threat of new entrants, threat of substitute products and services, bargaining power of buyers, bargaining power of suppliers and threat of established rivals. It is a tool used for environmental scanning. Other environmental scanning tools include SWOT analysis, PESTLE analysis etc.

• Question 946:

  A global organization with its core operations in the Middle East has recently received several alerts of an increase in radicalism. Based on this, it establishes an integrated software that provides a prompt warning to employees to evacuate, shelter or lockdown; it alerts public emergency services with full and accurate information and helps dispatchers send the right responders and equipment; and it facilitates staff training on building and process systems that can reduce loss of lives and minimize damage to the facility and the environment. These activities are best referred to as:

  A. Enterprise risk management
  B. Emergency response planning
  C. Security Risk Indicators
  D. Vulnerability and probability matrix
  B. Emergency response planning

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  An emergency response plan is a documented series of steps an organization will take during a critical event to ensure employees' safety and minimize the impact on critical operations. Taking a proactive approach to emergency response planning helps ensure the best possible outcomes for the people and the business.The objective of enterprise risk management (ERM) is to develop a holistic, portfolio view of the most significant risks to the achievement of the entity's most important objectives. ERM attempts to create a basket of all types of risks that might have an impact both positively and negatively on the viability of the business.The risk matrix is based on two intersecting factors: the likelihood that the risk will occur, and the potential impact that the risk will have on the business.

• Question 947:

  A Business Professional is expected to interpret information from external sources such as industry best practices, regulatory changes, business environment developments, and labor force changes. They perform these activities to support and contribute to what organizational activity?

  A. Labor Force Development
  B. Development of Total Rewards
  C. Development of the Strategic Plan
  D. Development of Technological Programs
  C. Development of the Strategic Plan

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  The HR Professional is responsible for interpreting information from both internal and external sources in order to contribute to the development of the organization's strategic plan. Internal sources include finance, accounting, business development, marketing, sales, operations, and information technology. External sources include the general business environment, industry practices and developments, technological advances, economic environment, labor force, and the legal and regulatory environment.

• Question 948:

  Productivity:

  A. is purely a function of the quantity of output
  B. is a measure of both quantity and quality
  C. measures are possible for jobs with a tangible product, but not for jobs with an intangible output, such as services
  D. is best measured at the organizational level.
  B. is a measure of both quantity and quality

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  Productivity is the measure of how specified resources are managed to accomplish timely objectives as stated in terms of quantity and quality.

• Question 949:

  In a large oil and gas exploration and drilling company, a new department director is hired from another industry and appointed over one of the largest departments in the company. The department director quickly takes a strong interest in altering many of the HR practices in the department. One of the first things the new department director does is insist that all managers in the department be formally dressed each day, with those not adhering to the dress code being put on formal probation. Many of the managers in the department spend much of their day outdoors and the HR manager overseeing HR in the department thinks requiring them to dress formally each day is not practical. The HR manager, who reports to the HR VP, must work with the department director to implement and, as needed, adjust the department director's plans.

  What should the HR manager do regarding the department director's new dress code policy?

  A. Identify dress codes in other companies in the same industry and inform the department director.
  B. Conduct a survey asking employees to identify their preference for the dress code.
  C. Explain to the CEO the reasons why the dress code is not a good idea to implement.
  D. Encourage the department director to spend a few days shadowing managers.
  D. Encourage the department director to spend a few days shadowing managers.

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  Having the department director shadow managers lets them directly observe the practical constraints of daily field work, building understanding and enabling a more appropriate dress standard.

• Question 950:

  A nonprofit health care facility conducts an engagement and culture survey, and the results indicate that employees throughout the organization believe leadership engages in favoritism by providing unequal opportunities for staff. General perceptions of the company's culture are poor, and many employees report intentions to leave their jobs. Several additional concerning findings are isolated to the philanthropic department, which is responsible for acquiring donors and securing charitable partnerships. Employees from this department report poor working relationships among staff, including gossiping and bullying among co-workers. Although the leadership team is aware of the poor working relationships in the philanthropic department, they have not asked the department director to address the issues because of the department's outstanding performance in recent years. However, after considering the recent survey results the leadership team decides to initiate a project to address the culture issues at the facility overall and within the philanthropy department specifically. The operations VP will oversee the project and ask an HR business partner (HRBP) to lead the project. The VP of operations requests that the HRBP collect additional survey data and conduct focus groups during the first phase of the project.

  Some members of the leadership team provide the HRBP with a list of employees that they think would be good participants for the focus groups. These leaders are adamant that the HRBP should draw participants from the list. Which action should the HRBP take?

  A. Inform the leaders that HR will follow best practices when selecting focus group participants.
  B. Explain to the leaders why using only employees from the list might exclude important perspectives.
  C. Conduct one focus group with the recommended employees and one with randomly selected employees.
  D. Remind the leaders that the operations VP asked the HRBP to lead the project.
  B. Explain to the leaders why using only employees from the list might exclude important perspectives.