SHRM SHRM-SCP Online Practice Questions and Exam Preparation

SHRM SHRM-SCP Online Questions & Answers

• Question 981:

  What do managerial judgment forecasts, trend analysis, Delphi technique, ratio analysis, and turnover analysis help predict?

  A. Quantitative methods of labor demand
  B. Employee engagement levels
  C. Future staffing needs
  D. People Analytics
  C. Future staffing needs

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  Labor forecasting is a formal process for anticipating the staff a company will require in the future. Labor forecasting can be done through qualitative and quantitative methods. Quantitative methods (mathematical and statistical model) include trend analysis, ratio analysis, etc. - while qualitative methods (human observations and judgments) include managerial judgment forecasts, brainstorming, Delphi technique, nominal group technique, focus groups etc.

• Question 982:

  Which of the following statements best differentiates formative evaluation from summative evaluation?

  A. Formative evaluation mainly involves collecting quantitative data, whereas summative evaluation involves collecting qualitative data.
  B. Formative evaluation takes place on the completion of training, whereas summative evaluation takes place during program design and development.
  C. Formative evaluation focuses on how to make a training program better, whereas summative evaluation helps to determine the extent to which trainees have changed after training.
  D. Formative evaluation includes measuring the monetary benefits that a company receives from a training program, whereas summative evaluation measures beliefs and opinions of the trainees.
  C. Formative evaluation focuses on how to make a training program better, whereas summative evaluation helps to determine the extent to which trainees have changed after training.

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  Formative evaluation focuses on how to make a training program better, whereas summative evaluation helps to determine the extent to which trainees have changed after training. Formative evaluation is typically conducted during the development or improvement of a program or course. Summative evaluation involves making judgments about the efficacy of a program or course at its conclusion.

• Question 983:

  Which of the following is a similarity between the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Procedures (OFCCP)?

  A. Both agencies are solely responsible for developing the uniform guidelines on employee selection procedures.
  B. Both are the primary regulatory agencies for enforcing equal employment legislation.
  C. Both have the power to enforce the provisions of the Civil Rights Act of 1991.
  D. Both were created by the Department of Labor.
  B. Both are the primary regulatory agencies for enforcing equal employment legislation.

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  Both the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP) are the primary enforcement agencies for equal employment legislation.

• Question 984:

  Which of the following is not true of the Older Workers Benefit Protection Act (OWBPA)?

  A. A waiver of exit for an individual employee is extended to a consideration period of 45 days instead of 21 days
  B. A waiver of an age discrimination claim cannot be enforced if the 21-day consideration period and the 7-day reconsideration period is not included
  C. An employer is permitted to reduce benefits based on age, as long as the cost of providing the reduced benefits to older employees is the same as the cost of providing benefits to younger employees
  D. The EEOC enforces both the Age Discrimination in Employment Act (ADEA) and the OWBPA.
  A. A waiver of exit for an individual employee is extended to a consideration period of 45 days instead of 21 days

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  The OWBPA imposes additional requirements on employers when the release is sought in connection with a reduction in force (RIF) of two or more employees over the age of 40. Note that option A states for "an individual employee" rather than two or more employees. For RIFs of two or more workers, the time period that a worker must be given to consider the agreement increases from 21 to 45 days. The employer must also provide the employee with detailed information about the RIF such as: the class, unit or group of individuals covered by the exit program; the eligibility factors for the exit program; the job titles and ages of all individuals eligible for or selected for the program; the ages of all employees in the same class who were not eligible or selected for the program.

• Question 985:

  The central purpose of the balanced scorecard is to;

  A. Ensure compliance with tactical planning across functions
  B. Give executives a measurement system to direct activities
  C. Align company mission and vision with day to day operations
  D. Bring departmental operations into a centralized command structure
  C. Align company mission and vision with day to day operations

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  A balanced scorecard is a strategic management performance metric used to identify and improve various internal business functions and their resulting external outcomes. It is geared towards enabling the organization achieve its mission. Balanced scorecards are used to measure and provide feedback to organizations.

• Question 986:

  What is the best argument in favor of any efforts to increase employee retention?

  A. Employee retention is a metric of HR effectiveness
  B. Turnover and shortage of talent negatively affects company performance
  C. Possibility of overworked employees with increased workloads
  D. Turnover and attrition lead to low employee morale
  B. Turnover and shortage of talent negatively affects company performance

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  Retention of a positive and motivated workforce is very important for the organization's success. High employee turnover increases the expenses and also has a negative impact on the organization's morale and productivity and strategic goal achievement.

• Question 987:

  An international nonprofit organization that helps local communities access cutting-edge conservation science to protect natural resources is hiring a new executive director . Each applicant for the position must go through an assessment center and an interview conducted by two board members and the CEO. The chairman of the board finalizes the selection process after a meeting where all applicants are assessed, and an agreement is reached.

  An external candidate with extensive experience in "go green" advocacy is selected for the role. The newly hired executive director informs the board that he is concerned about the vulnerable nature of the company's software structure. He advises that the software systems be upgraded. He states that the upgrade will render 60% of the jobs in IT obsolete which will result in significant cost savings for the organization. The board approves the newly hired director's proposal and the IT manager is instructed to draw up a request for proposal to IT software vendors while the HR manager is instructed to finalize on the employees that are to be laid off. The HR manager is not certain that the layoff is a good idea and decides to have a meeting with the executive director to discuss the intended changes. The executive director fails to attend the scheduled meeting and does not show up at work altogether. The HR manager endeavors to contact the executive director but receives no response. After 2 weeks of no communication and not coming to work, the Board decides to terminate the executive director's employment, and the HR manager sends a letter of

  termination of employment to his home address and personal email address. The board of directors determine the software structure should not be changed and cancels the layoff plan.

  The HR manager decides to implement an employee attitude survey with questions targeted to reveal internal or external reasons driving employee behaviors. Which motivation theory is being used by the HR manager in the surveys?

  A. Incentive
  B. Expectancy
  C. Attribution
  D. Self-determination
  C. Attribution

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  The basis of attribution theory is that people want to know the reasons for the actions that they and others take; they want to attribute causes to behaviors they see rather than assuming that these behaviors are random. The HR manager wants to know what reasons can be attributed to employee behavior. The incentive theory of motivation is a behavioral theory that suggests people are motivated by a drive for incentives and reinforcement. The Expectancy theory states that employee's motivation is an outcome of how much an individual wants a reward (Valence), the assessment that the likelihood that the effort will lead to expected performance (Expectancy) and the belief that the performance will lead to reward (Instrumentality).Self-determination theory suggests that people are motivated to grow and change by three innate and universal psychological needs. This theory suggests that people are able to become self-determined when their needs for competence, relatedness, and autonomy are fulfilled.

• Question 988:

  Compared to other learning methods, which is a key advantage of an experiential learning program?

  A. Changes behavior.
  B. Provides relevant information.
  C. Saves training costs.
  D. Reduces training time.
  A. Changes behavior.

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  Experiential learning's hands-on, reflective approach drives lasting behavior change by allowing learners to practice and internalize skills rather than just absorb information.

• Question 989:

  A start-up company operating in three geographic regions has 15 employees. Payroll is currently handled by two managers in accounting and operations, and cash flow is a daily concern. Which is the most logical and cost-effective strategy to fulfill the HR function?

  A. Hire a full-time entry-level HR professional, as this employee's hourly rate will be lower.
  B. Continue to have the accounting and operations managers complete these tasks, as they already understand the organization and the staff.
  C. Outsource HR to hire an experienced consultant as needed until the company can justify and afford an in-house professional.
  D. Hire a full-time experienced professional who can be given additional duties.
  C. Outsource HR to hire an experienced consultant as needed until the company can justify and afford an in-house professional.

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  Outsourcing HR to an experienced consultant provides the necessary expertise on a flexible, as-needed basis without the fixed costs of a full-time hire, making it the most cost-effective solution for a small, cashconscious start-up.

• Question 990:

  The Drug-Free Workplace Act of 1988 applies to what kind of organization? (Choose two)

  A. Private organizations receiving federal grants
  B. Organizations with federal contracts of at least $100,000
  C. Organizations with federal contracts of at least $10,000
  D. Private and public organizations with federal contracts subject to OFCCP.
  A. Private organizations receiving federal grants
  B. Organizations with federal contracts of at least $100,000

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  The Drug-Free Workplace Act of 1988 applies to any organization receiving a federal grant of any size; and any organization that receives a federal contract of $100,000 or more. Such organizations must; |Prepare and distribute a formal drug-free workplace policy statement. Establish a drug-free awareness program. |An employee must notify the employer within five calendar days if he or she is convicted of a criminal drug violation. |Under the Act, the employer has 10 days to report that a covered employee has been convicted of criminal drug violation. |Take direct action against an employee convicted of a workplace drug violation. This action may involve imposing a penalty or requiring the offender to participate in an appropriate rehabilitation program. Maintain an ongoing good faith effort to meet all the requirements of the Drug-free Workplace Act throughout the life of the contract.