SHRM-CP Exam Questions

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1.

You and Bai have been having a conversation about Thomas, one of Bai's employees. Bai lauds Thomas, noting how he always gives his all and wants nothing less than the best to accomplish his goals. Bai is describing Thomas':

  • motivation.

  • ability.

  • productivity.

  • capacity.

Correct answer: motivation.

Bai is describing Thomas' motivation. Motivation theories explain three underlying principles of human behavior directly linked to motivation, including employee behavior focused on achieving a result or goal. HR professionals should train organizational leaders to seek authentic leadership skills to motivate and engage employees, which will be lasting and sustained.

2.

Martha recently started a finance position at Pirahna Finance Group, a publicly-traded company. During Martha's new hire orientation, she finds out that she can purchase company stock at a 15% discount every six months. 

This type of benefit plan is referred to as what?

  • ESPP

  • ESOP

  • EEOC

  • 401K

Correct answer: ESPP

An employee stock purchase program or ESPP is an employer-run program where eligible employees can purchase stock options at a discounted rate.

An employee stock ownership plan is a retirement plan where an employer contributes stock to an employee's retirement plan and does not require employees to purchase stock like an ESPP.

3.

According to the Americans with Disabilities Act Amendment Act, caring for oneself, seeing, hearing, touching, eating, sleeping, walking are all considered:

  • Major life activities

  • Substantially limited activities

  • Essential job functions

  • Job accommodations

Correct answer: Major life activities 

The Americans with Disabilities Act Amendment Act defines major life activities as caring for oneself, seeing, hearing, touching, eating, sleeping, walking, standing, sitting, reaching, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communication, interacting with others, and working. 

4.

Effective communicators must be good observers of their audience by noticing things such as sitting with legs crossed, arms folded up high, or scowls on audience members' faces, in order to adjust their messages accordingly. 

These indicators are considered:

  • Nonverbal messages

  • Resistance indicators

  • Profiling measures

  • Assumption indicators

Correct answer: Nonverbal messages

Nonverbal messages can show whether an audience is resistant to speaking or engaged by sitting with their legs crossed, arms folded up high, or scowling their faces. HR professionals can promote a more open and better discussion by using non-threatening approaches to draw in a person to speak, such as using open-ended questions and asking their opinions to elicit openness.

5.

Dew Chemicals wants to sell more cleaning supplies to hotels all around the United States. To do this, the company intends to hire additional salespeople in various areas across the country and asks for the HR Department's assistance. 

What should the HR professionals first focus on in order to support the company's strategy?

  • The HR department should align efforts with other departments and ensure the organization's mission and goals are supported

  • The HR department needs to understand what chemicals the company sells

  • The HR department needs to write policies to support the new workforce of salespeople

  • The HR department should train current salespeople on how to sell more products

Correct answer: The HR department should align efforts with other departments and ensure the organization's mission and goals are supported

The first effort of strategic planning and management is the aligning of efforts to ensure that all functions are aligned with the organization's mission and goals.

6.

As part of a growing technology firm, the HR director, Alex, has been invited to participate in a strategic planning session. In recent months, Alex has successfully mediated multiple departmental disputes and enhanced the employee onboarding process, which improved the firm's retention rate. With this track record, Alex enters the session with a proposal to revise the company's remote work policy, aiming to increase retention and attract top talent. The proposal includes a mix of on-site and remote work tailored to different departmental roles and responsibilities. 

How should Alex use their established credibility and influence in this strategic planning session?

  • Present the proposal by drawing on past successes and demonstrating how the revised policy can align with broader business goals

  • Insist on immediate implementation of the remote work policy based on HR's authority over employee matters

  • Defer to the executive team's preferences and avoid pushing for the remote work policy to maintain departmental harmony

  • Focus the discussion on the operational details of HR policy rather than its strategic impact

Correct answer: Present the proposal by drawing on past successes and demonstrating how the revised policy can align with broader business goals

Alex can use the credibility gained from previous achievements to influence the strategic planning process. By showing how the remote work policy has positively impacted retention and can attract talent, Alex aligns HR initiatives with the firm's growth strategy. 

Insisting on policy implementation solely based on HR's authority does not reflect the use of influence or credibility. Alex's value in the strategy session lies in persuasive dialogue informed by HR expertise, not authoritative demands. Deferring to the executive team without advocating for the HR proposal does not leverage Alex's potential to influence company strategy. As an HR leader, Alex's role is to provide strategic input, not just to maintain harmony. Concentrating only on operational details misses the opportunity to use HR's strategic influence. Alex should focus on the policy's strategic benefits, such as how it may improve retention and appeal to high-caliber candidates, to guide the company's direction.

7.

Which kind of leader thinks in terms of vision, strategy, and values rather than through the lens of short-term objectives?

  • Transformational

  • Transactional

  • Transnational

  • Cross-functional

Correct answer: Transformational

Transformational leaders think in terms of vision, strategy, and values rather than through the lens of short-term objectives.

8.

Why is it important for HR to approach risk management with an enterprise perspective rather than focusing solely on specific departments or areas?

  • To ensure a holistic view of risks affecting the entire organization

  • To focus on departmental needs

  • To reduce overhead costs

  • To speed up decision-making processes

Correct Answer: To ensure a holistic view of risks affecting the entire organization

By ensuring a holistic view of risks affecting the entire organization, HR is able to see how risks in one area may impact other areas, which makes for a more effective risk management strategy.

Focusing solely on departmental needs would contradict the enterprise perspective, which aims for a holistic understanding of risks across the organization. Although reducing overhead costs is important, it is not the primary reason for adopting an enterprise perspective in risk management. The main aim is to identify and mitigate risks at an organizational level. Speeding up decision-making processes is not the primary aim of an enterprise perspective in risk management. Rather, it's about understanding risks in a broader context to make better informed decisions.

9.

Which of the following is not considered a retention strategy?

  • Mandatory overtime

  • Employee recognition

  • Opportunities for advancement

  • Clearly communicated expectations

Correct Answer: Mandatory overtime

Mandatory overtime is generally not a strategy for retaining employees. It can lead to burnout and may actually contribute to higher turnover rates. 

Recognizing employees for their contributions is a strong retention strategy, as it boosts morale and encourages continued high performance. Providing opportunities for advancement within the organization is another effective retention strategy. Clear communication regarding performance expectations helps employees know what is required of them, making it easier for them to succeed and thereby aiding retention.

10.

Opportunities within an employer's organization or department that can be used for further career development, such as promotions, demotions, transfers, relocations, and dual-career later, are examples of what?

  • Internal mobility

  • External advancement

  • Succession planning

  • Apprenticeships

Correct answer: Internal mobility

Internal mobility includes opportunities and movement within an organization that can be utilized for further career development.

11.

What content is typically included in a job analysis and the determination of job requirements?

  • The job concept and interactions with other jobs

  • Job duties and qualifications needed

  • The technical skills needed for the job

  • Job postings advertising open roles

Correct Answer: The job concept and interactions with other jobs

In a job analysis and the determination of job requirements, focus is given to several key areas. These include establishing the job concept, understanding how the job interacts with other roles within the organization, defining the job responsibilities and its impact on organizational goals, and identifying the conditions under which the job operates. 

Listing job duties and qualifications does not provide a comprehensive job analysis. A complete job analysis should also address how the role interacts with other jobs, its impact on the organization, and the conditions under which the role operates.

Technical skills are important, but a complete job analysis also incorporates other aspects such as job interactions, responsibilities, organizational impact, and working conditions. 

Using job postings can miss the current complexities and nuances of a role, as well as the internal context and duties required. A comprehensive job analysis would include how the job has evolved, its current interactions with other roles, and its present impact on the organization.

12.

What is the key difference between sourcing and recruiting in the context of talent acquisition?

  • Sourcing involves identifying and attracting potential candidates, while recruiting involves evaluating and hiring candidates

  • Sourcing and recruiting both involve conducting interviews

  • Sourcing involves only internal candidates, while recruiting focuses on external candidates

  • Sourcing is optional, while recruiting is mandatory for hiring

Correct Answer: Sourcing involves identifying and attracting potential candidates, while recruiting involves evaluating and hiring candidates

In talent acquisition, sourcing is the process of identifying and attracting potential candidates who might be suitable for certain job roles. This often involves reaching out to passive candidates and building a talent pipeline. Recruiting, on the other hand, is the process of evaluating those sourced candidates through interviews, assessments, and eventually hiring them into the organization. 

While interviews are commonly a part of the recruiting process, they are generally not part of sourcing. Sourcing is primarily focused on identifying and attracting potential candidates. Sourcing can involve both internal and external candidates as can recruiting. The distinction is not based on the origin of the candidates but rather on the activities involved in each process. Both sourcing and recruiting are critical components of a comprehensive talent acquisition strategy. While the emphasis might differ depending on the organization's needs, neither process is typically considered optional for effective hiring.

13.

Which of the following errors occurs when a manager evaluates an employee's overall performance based on a single trait or incident, often something recently observed?

  • Recency

  • Halo

  • Strictness

  • Contrast

Correct Answer: Recency

The recency error occurs when a manager focuses on recent incidents or performance to evaluate an employee's overall capabilities, thus neglecting a more comprehensive view that should ideally be based on performance over an extended period.

The halo error happens when a manager's overall assessment of an employee is influenced by a single positive trait, attribute, or action, often skewing the evaluation positively. The strictness error occurs when a manager consistently rates employees lower than warranted, possibly out of a desire to push for greater performance but resulting in inaccurate assessments. Contrast errors occur when an employee is rated not on their own merit but in comparison to other employees, which can distort the actual performance level of the individual being assessed.

14.

What is the significance of having a high Cultural Quotient (CQ) for HR professionals?

  • HR professionals with a high CQ are better equipped to understand and navigate diverse cultural contexts, fostering more effective global collaboration

  • HR professionals with a high CQ tend to enforce rigid cultural norms

  • A high CQ primarily benefits HR professionals in leadership roles

  • A high CQ eliminates the need for cultural sensitivity training

Correct answer: HR professionals with a high CQ are better equipped to understand and navigate diverse cultural contexts, fostering more effective global collaboration

A high CQ indicates an individual's ability to adapt and thrive in diverse cultural settings. For HR professionals, this means they can effectively understand, respect, and navigate different cultural contexts, ultimately promoting smoother global collaborations. Their adaptability helps bridge cultural gaps, enhance communication, and build trust among a diverse workforce. 

A high CQ promotes adaptability and understanding, not rigidity. A high CQ is valuable for HR professionals at all levels, not just those in leadership positions. Cultural sensitivity training remains essential, even for those with a high CQ, as it benefits the entire organization in building cultural competence.

15.

You're a senior HR manager, and you need to provide constructive feedback to one of your team members about their recent presentation skills. During the presentation, they struggled with clarity and organization, leading to confusion among team members. What is a recommended approach for delivering this feedback effectively?

  • Arrange a private meeting to discuss specific instances, share observations, and offer suggestions for improvement

  • Address the issue during the next team meeting to ensure transparency

  • Send a general email to the entire team with presentation tips

  • Offer praise for their effort during the presentation and avoid discussing areas for improvement

Correct answer: Arrange a private meeting to discuss specific instances, share observations, and offer suggestions for improvement

Delivering constructive feedback in a private setting allows for open and honest communication. In this meeting, you can provide specific examples of where the team member's presentation lacked clarity and organization. Sharing your observations and offering suggestions for improvement will help them understand the issues, so they can then make the necessary adjustments. 

Discussing the issue in a team meeting may embarrass the team member and is not the best approach for providing constructive feedback. Sending a general email may not effectively address the team member's specific issues with their presentation. Constructive feedback should be personalized. While praise is important, avoiding discussions about areas for improvement won't help the team member grow and develop their presentation skills. Constructive feedback should include both positive and negative aspects for balanced improvement.

16.

Which law requires employers to have a written plan to prevent identity theft?

  • The Fair and Accurate Credit Transaction Act (FACT)

  • The Fair Credit Reporting Act (FCRA)

  • The Davis-Bacon Act

  • The Fair Labor Standards Act (FLSA)

Correct answer: The Fair and Accurate Credit Transaction Act (FACT)

The Fair and Accurate Credit Transaction Act (FACT) requires employers to have a written plan to prevent identity theft. It also releases employees from obligations to disclose requirements or obtain consent if an investigation involves suspected misconduct or law violations.

17.

The Personal Responsibility and Work Opportunity Reconciliation Act (1996), designed to enforce child support payments and welfare recipients' work status, requires that all states establish and maintain a system to track which of the following?

  • Newly hired employees

  • Terminated employees

  • Employees over 40 years of age

  • All candidates who apply for a job with the company

Correct answer: Newly hired employees

The Personal Responsibility and Work Opportunity Reconciliation Act (1996) requires that all states establish and maintain a system to track newly hired employees. This act was designed to enhance enforcement of child support payments and requires welfare recipients to begin working after two years of receiving benefits, with certain exceptions. 

Employers may record their terminated employees, the age of their employees, and information about the candidates who apply for jobs as a part of diversity initiatives or to track types of data. However, these activities are not required by The Personal Responsibility and Work Opportunity Reconciliation Act of 1996.

18.

For workers aged 14 and 15, all work must be done:

  • Outside of school hours

  • On weekends

  • With parental approval

  • Within a three-hour window

Correct answer: Outside of school hours

According to The Fair Labor Standards Act (FLSA), workers aged 14 and 15 must only perform work outside of school hours.

19.

Which law provides rules for access, use, disclosure, interpretation, and privacy protection of electronic communications?

  • The Electronic Communications Privacy Act (1986)

  • The Communications Privacy Act (1986)

  • The Electronic Documents Communications Privacy Act (1986)

  • The Electronic Communications Storage Act (1986)

Correct answer: The Electronic Communications Privacy Act (1986)

The Electronic Communications Privacy Act (1986) provides rules for access, use, disclosure, interpretation, and privacy protection of electronic communications. It also provides the possibility of civil and criminal penalties for violations.

20.

What law establishes limits for wellness activity-at-work requirements?

  • HIPAA

  • FLSA

  • OSHA

  • GINA

Correct answer: HIPAA

The Health Insurance Portability and Accountability Act (HIPAA) details the limits on employer activity-at-work wellness requirements imposed on employees. 

The Fair Labor Standards Act (FLSA) establishes wages and employee status only. 

Occupational Safety and Health Administration (OSHA) provides safety requirements for workplaces. 

The Genetic Information Nondiscrimination Act (GINA) protects job seekers and employees from discrimination due to genetic-based conditions.