SHRM-SCP Exam Questions

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21.

HR can effectively manage and support a team of professionals to ensure they are aligned with organizational goals by doing which of the following?

  • Providing regular feedback, clear performance expectations, and training opportunities

  • Micromanaging administrative tasks

  • Focusing on performance during their annual performance reviews

  • Allowing the team to work independently and meeting with them every quarter

Correct answer: Providing regular feedback, clear performance expectations, and training opportunities

Allowing the team to work independently with no consistent interaction provides insufficient oversight. Relying solely on an annual performance review does not provide timely feedback or address performance issues as they occur. Micromanaging tasks undermine employee autonomy and can lead to decreased motivation and productivity.

22.

Francis was just hired as the company’s first HR employee. In the first week of her new role, the manager asks her to approve an expense — a payment to a foreign agency to facilitate the company’s sale of products. The company promotes its strong ethical values. 

What ethical issues, if any, should Francis be aware of?

  • The plan involves the company giving a bribe to someone in a foreign government, which is illegal and unethical

  • The transaction is legal and ethical, and there is no cause for concern

  • HR should support every sales effort and approve the voucher

  • HR needs to gain the trust of the employee and should approve the voucher

Correct answer: The plan involves the company giving a bribe to someone in a foreign government, which is illegal and unethical

This expense involves bribing someone in a foreign government, which is illegal and unethical. 

HR professionals must adhere to higher ethical standards, and agreeing to unethical actions can cause harm to the organization. The ethical code expects honesty and forthrightness in all activities. The transaction violates the Foreign Corrupt Practices Act (FCPA, 1997), which prohibits American companies from making bribery payments.

23.

What steps can HR take to create and deliver DE&I training programs that are engaging, ensuring that all employees understand and embrace the principles of diversity, equity, and inclusion?

  • Assessing training needs, setting clear objectives, facilitating inclusive discussions, implementing accountability, and reinforcing DE&I principles 

  • Focusing on training that is lectured-based 

  • Only offering DE&I training to new employees during onboarding, without including ongoing training or support for current employees

  • Designing the training program based on general industry trends 

Correct answer: Assessing training needs, setting clear objectives, facilitating inclusive discussions, implementing accountability, and reinforcing DE&I principles 

These steps collectively contribute to a comprehensive and effective DE&I training program that promotes understanding and embraces diversity, equity, and inclusion. 

Focusing on lectured-based training or general industry trends is not engaging or specific to the organization. A need analysis must be conducted. Offering training only to new hires doesn't impact the rest of the employees. 

24.

What are the levels for evaluating training according to Kirkpatrick’s model? 

  • Reaction, Learning, Behavior, Results

  • E-Learning Results, Employee Feedback, Behavior, Achievement

  • Analyze, Develop, Design, Implement, Evaluate

  • Cost, Value, Net Benefit, Employee Feedback

Correct answer: Reaction, Learning, Behavior, Results

Kirkpatrick’s model was established in 1959, updated in 1975, and updated again in 1994. It is used widely to evaluate training programs. 

Cost, value, and net benefits are part of a formula to compute the return on investment of the training. Analysis, development, design, implementation, and evaluation comprise the ADDIE model used to develop training programs.

25.

An employee is acting erratically and displaying odd behavior when operating heavy equipment. Some employees speculate the employee is under the influence of drugs or alcohol and are concerned for their safety. After the foreman reports the employee’s erratic behavior to the HR Director, they remove the employee for a fitness-for-duty evaluation. The employee denies being under the influence and becomes defensive, claiming they are being unfairly targeted by co-workers. The team members who reported the behavior are now uncomfortable and concerned about backlash from the employee, leading to increased tension in the workplace. 

How should the HR director handle the situation to ensure safety and address the interpersonal dynamics to maintain a positive team environment?

  • Facilitate a private conversation with the employee to understand their perspective, ensure confidentiality in the investigation process, and provide training on conflict resolution for the entire team

  • Remove the employee permanently from the crew and discipline them for violating the company policy

  • Encourage the employees to resolve the conflict themselves while focusing only on the fitness-for-duty evaluation

  • Ignore the concerns of other employees and solely focus on the employee's defensive reaction

Correct answer: Facilitate a private conversation with the employee to understand their perspective, ensure confidentiality in the investigation process, and provide training on conflict resolution for the entire team

By having a private conversation with the employee, the HR director can gain insight into their perspective, which helps foster trust and ensures the employee feels heard. Ensuring confidentiality and managing team dynamics helps prevent further conflict while offering conflict resolution training promotes a more respectful and cohesive work environment. 

This approach demonstrates strong interpersonal skills by balancing the need for safety with maintaining positive relationships among the team.

26.

RTek Solutions has an organizational strategy that differentiates itself through innovation and cutting-edge technology. RTek just hired a new HR director who is in charge of creating new initiatives. Senior leadership shares concerns regarding employees having the necessary skills to maintain their competitive advantage. 

What is one of the first initiatives HR can develop that is in alignment with the organization’s strategy?

  • Implement a development program that includes innovative labs, custom-designed learning, and partnerships with educational institutions

  • Establish a better compensation program to hire more skilled workers

  • Do nothing, as this effort is not an HR priority

  • Receive a budget to create a professional development policy

Correct answer: Implement a development program that includes innovative labs, custom-designed learning, partnerships with educational institutions

To provide strategic support, HR professionals need to understand business needs and functions. For HR to provide a creative solution to their problem of maintaining a competitive advantage, HR needs to generate a list of solutions, evaluate them, coordinate the implementation, and measure the results. HR must be able to implement strategies that achieve company goals and objectives. 

Better compensation programs to hire more skilled workers don't allow current staff to grow in their roles, and with technology ever-changing, employees will need continuous development. Receiving a budget to create a professional development policy could be part of the custom design learning. Doing nothing won't solve the problem. 

27.

What is SA8000?

  • An auditable certification standard that encourages organizations to develop, maintain, and apply socially acceptable practices in the workplace

  • International standard for financial reporting and auditing practices aimed at ensuring transparency and accuracy in corporate financial statements

  • A certification program focused on setting technical standards for the production of high-quality electronics and machinery

  • A global guideline for environmental management practices, including waste reduction and energy efficiency measures in industrial operations

Correct answer: An auditable certification standard that encourages organizations to develop, maintain, and apply socially acceptable practices in the workplace

Social Accountability International is the international nongovernmental organization that created the SA8000. Since 1997, these certification standards focus on human rights and labor relationships.

28.

FMLA pertains to employers with how many employees?

  • 50 or more

  • 30 or more

  • 15 or more

  • 20 or more

Correct answer: 50 or more

The Family Medical Leave Act (FMLA) applies when an employer has 50 or more people on the payroll working within a 75-mile radius.

29.

You are an HR professional at FTS Solutions. The company is growing, and several key executives are approaching retirement within the next three years. Your company has no formal succession planning process, and you’ve noticed that the potential successors for these roles lack the necessary leadership experience. 

The CEO has asked you to propose a strategy to ensure a smooth transition when these executives retire. What should be your first step in developing a succession plan?

  • Identify and assess internal candidates for their potential to step into these leadership roles and create development plans to address any skill gaps

  • Immediately start recruiting external candidates to fill the roles once the executives retire

  • Postpone succession planning until closer to the retirement dates to avoid creating unnecessary tension 

  • Survey employees to gauge their interest in leadership roles, then promote those who express the most enthusiasm

Correct answer: Identify and assess internal candidates for their potential to step into these leadership roles and create development plans to address any skill gaps

The succession plan process begins by properly selecting individuals to develop. The current base of employees has the talent necessary to manage, direct, and leave others. 

Tentative plans are created for shortages, which may include seeking outside candidates. Recruiting for the position would not be appropriate because the positions are not vacant. 

30.

Under a company’s retirement program benefit, the company has a fiduciary responsibility. What is the definition of fiduciary responsibility?

  • There is a legal obligation of one party to act in the best interest of another

  • The company is required to manage the retirement plan

  • The individual or party has been entrusted with the care of money or property

  • A financial responsibility applies to managing employee contributions

Correct answer: There is a legal obligation of one party to act in the best interest of another

The definition of fiduciary responsibility is the legal obligation of one party to act in the best interest of another. The fiduciary is the individual or party entrusted with the care of money or property. The financial responsibility of managing employee contributions is an example of fiduciary responsibility.

31.

An employee from the construction excavation crew comes to the HR director stating the recently hired foreman is selling drugs at job sites. The employee is the only witness, and two weeks of surveillance footage and other findings do not indicate that this foreman is selling drugs. 

How should the HR director proceed?

  • Inform both the reporting employee and the foreman of the investigation’s outcome, emphasizing that the allegations could not be substantiated. Reinforce the company's commitment to a drug-free workplace and remind employees of the proper procedures for reporting concerns.

  • Terminate the foreman based on the initial complaint, despite the lack of evidence, to address the reporting employee’s concerns.

  • Continue monitoring the foreman without informing the involved parties to avoid potential conflict.

  • Inform the reporting employee that no action will be taken and discourage them from making similar complaints to prevent disruption.

Correct answer: Inform both the reporting employee and the foreman of the investigation’s outcome, emphasizing that the allegations could not be substantiated. Reinforce the company's commitment to a drug-free workplace and remind employees of the proper procedures for reporting concerns. 

Communicating the investigation results to both the reporting employee and the foreman clears the foreman of false accusations, upholding their rights and due process. Additionally, reinforcing the company’s drug-free policy and reporting procedures helps maintain a safe work environment and encourages responsible reporting. 

This approach aligns with HR best practices and promotes a culture of trust and accountability.

32.

At NTRE, the customer service team has been experiencing a significant drop in job satisfaction, and new hires are leaving within the first 30 days. During separation interviews, HR learns that the new hires didn’t receive enough training, and the pay is low. 

What steps can HR take?

  • Enhance the onboarding process by providing comprehensive training and reviewing competitive compensation packages

  • Identify root causes

  • Design a new compensation program

  • Assign a new manager to the customer service department

Correct answer: Enhance the onboarding process by providing comprehensive training and reviewing competitive compensation packages

The organizational effectiveness development model begins with an identified problem or a need for change and proceeds to planning and intervention. Remedial interventions are taken when a condition changes or a problem has been identified.

33.

You’ve been in the HR department at JFK medical practice for 14 years. Currently, you are working to identify strategies for the organization based on a most recent leadership change. You also have been working on different HR policies to ensure they support the organization's values and strategies. 

Is this an appropriate use of your time?

  • Yes, because HR policies need to support the organization’s values and strategies for employees to work toward the organization’s values and vision

  • No, because HR policies are not related to the organization’s values and strategies

  • Yes, because the executive needs to follow clear guidelines and policies to manage their staff to execute the organization’s strategies

  • No, because HR should focus on daily administrative tasks and leave strategic planning to upper management

Correct answer: Yes, because HR policies need to support the organization’s values and strategies for employees to work toward the organization’s values and vision

HR is vital in being a strategic partner to executive and senior leaders. All HR functions including policies must be designed to support the organization’s vision, strategy, and mission. 

HR policies must be assessed based on their strategic impact, as they are a communication tool for expected behaviors. Executives need to follow clear guidelines by ensuring fair treatment to all but not necessarily to develop or assess policies.  

34.

A major organizational restructuring is underway, involving the consolidation of several departments and the realignment of reporting structures. This change is creating uncertainty among employees regarding their new roles and career paths. As the CHRO, you are tasked with leading the HR team in managing this transition. 

How should you consult with senior leaders to ensure the restructuring process aligns with the organization’s strategic goals and minimizes disruption?

  • Conduct individual meetings with senior leaders to gather their input and align the restructuring plan with each department's needs and strategic objectives

  • Develop the restructuring plan based on HR’s best practices and implement it without further consultation with senior leaders, focusing solely on efficiency and cost reduction

  • Delay the implementation of the restructuring plan until you have completed a detailed analysis of employee concerns and resistance to the change

  • Consult with senior leaders primarily about operational logistics, leaving the strategic alignment and employee impact considerations to the HR team

Correct answer: Conduct individual meetings with senior leaders to gather their input and align the restructuring plan with each department's needs and strategic objectives 

Conducting individual meetings with senior leaders allows the CHRO to gather critical insights and align the restructuring plan with each department's specific needs and strategic goals. This approach ensures that the restructuring is not only operationally efficient but also strategically aligned with the overall objectives of the organization. 

By involving senior leaders in the consultation process, the CHRO can address potential concerns, secure buy-in, and tailor the restructuring plan to support the long-term vision of the company, thereby minimizing disruption and facilitating a smoother transition.

35.

The HR department at a growing company is tasked with implementing a balanced scorecard approach to improve alignment between employee performance and the organization’s strategic objectives. During the implementation, you notice that some departments are struggling to align their performance metrics with the strategic goals outlined in the scorecard. 

How should you address the situation to ensure effective use of the balanced scorecard and alignment across all departments?

  • Provide additional training and resources to departments struggling with alignment, and schedule regular check-ins to track progress and offer support

  • Revise the strategic objectives to better fit the current performance metrics of the departments that are struggling, and avoid making further adjustments to the scorecard

  • Focus on the departments that are successfully aligning with the scorecard, and consider the struggling departments as outliers with different performance needs

  • Discontinue the balanced scorecard approach for the struggling departments and use alternative performance management tools that are more suited to their needs

Correct answer: Provide additional training and resources to departments struggling with alignment, and schedule regular check-ins to track progress and offer support

Providing training and resources helps build understanding and capability, while regular check-ins maintain accountability and facilitate continuous improvement. This method promotes alignment across the organization and maximizes the balanced scorecard’s effectiveness in driving business objectives.

36.

A CEO fires the VP of Engineering. After the termination, the former VP sends an email to the board and customers claiming that the company is experiencing severe financial difficulties. The email sparks concern and confusion among employees, investors, and clients. The CEO is now facing intense scrutiny and pressure to address the situation. Amidst the unfolding crisis, the CEO must also manage internal morale, stakeholder trust, and the company's public image. 

How should the CEO handle the situation to uphold ethical standards and leadership integrity while restoring confidence among employees, stakeholders, and clients?

  • Issue a public statement clarifying the company’s true financial status and provide a detailed plan for addressing the misinformation while also holding internal meetings to address employee concerns and rebuild trust

  • Publicly reprimand the former VP and provide minimal details about the company’s financial situation, emphasizing the need to focus on moving forward

  • File a legal complaint against the former VP to prevent any further public statements and avoid discussing the situation with employees or stakeholders

  • Ignore the former VP’s claims and focus solely on internal operations, hoping that the issue will resolve without further public attention

Correct answer: Issue a public statement clarifying the company’s true financial status and provide a detailed plan for addressing the misinformation while also holding internal meetings to address employee concerns and rebuild trust

Issuing a public statement clarifying the company’s true financial status ensures transparency and helps restore confidence among employees, stakeholders, and clients by addressing misinformation directly and providing a clear plan for moving forward. It also demonstrates leadership integrity by acknowledging the issue and taking proactive steps to manage the situation.

37.

Based on a recent engagement survey, employees shared they do not feel recognized by their managers. As part of your recognition program, you found software that allows peer-to-peer and manager-to-employee recognition. The majority of the executive team supports the new program. However, the CEO believes the software costs won’t have a good return on investment. 

What is your course of action?

  • Schedule a meeting to present evidence that supporting the new software will increase recognition and cross-department communications

  • Avoid further discussions with the leader to prevent conflict

  • Proceed with the initiative without the leader’s support

  • Abandon the initiative and forget about the software

Correct answer: Schedule a meeting to present evidence that supporting the new software will increase recognition and cross-department communications

When collaborating, HR professionals need to understand each stakeholder’s issues and language. When discussing the plan, you should relate to the planned outcomes and highlight the return on investment. Strong relations between coworkers contribute to a cohesive organizational team.

38.

GSI is in the process of merging with JKE. Employees are expressing concerns about their positions and have a feeling of unsteadiness. 

Maria is the HR director for the organization. How can she foster employee trust and commitment during the merger?

  • Create open forums, provide regular updates and honest communication, offer counseling services, and demonstrate empathy  

  • Delay all communication about the merger until all decisions have been finalized to avoid confusion

  • Implement strict performance evaluations immediately to identify and address any underperformance

  • Reduce the frequency of team meetings and interactions to minimize disruption and focus on integration tasks

Correct answer: Create open forums, provide regular updates and honest communication, offer counseling services, and demonstrate empathy     

Implementing strict performance evaluations during a merger can increase anxiety and insecurity among employees, exacerbating their feelings of unsteadiness. It focuses on assessing performance rather than providing the support and reassurance employees need during a period of change. Delaying communication can lead to a lack of transparency and increased rumors, which can undermine trust and create further uncertainty among employees. 

Regular and transparent communication is crucial for maintaining trust and managing employee concerns during a merger. Reducing team meetings and interactions can decrease opportunities for employees to voice their concerns and receive updates. Increased communication and engagement are important for addressing employee concerns and maintaining morale during a merger.

39.

How can human resources assess organizational development gaps?

  • By analyzing key performance metrics and benchmarks to determine areas where improvements are needed to align with strategic goals

  • By conducting comprehensive internal audits, including employee surveys and performance reviews

  • By relying on external market trends and industry standards

  • By measuring company finances

Correct answer: By analyzing key performance metrics and benchmarks to determine areas where improvements are needed to align with strategic goals

Identifying a gap starts with an area of interest. Surveys, internal audits, and performance reviews are examples of tools to identify discrepancies between current capabilities and desired outcomes.  

External market trends do not provide an internal review of a gap.

40.

At Stellar Solutions, the HR department has received feedback from employees about delays and inefficiencies in HR services, such as onboarding and benefits administration. How should the HR director at Stellar Solutions address feedback from employees regarding delays and inefficiencies in HR services such as onboarding and benefits administration?

  • Enhance the employee experience by implementing an HR management system for automation, self-service options, and regular feedback surveys to improve response times

  • Increase the HR department's budget to hire more staff, without considering system improvements or feedback mechanisms

  • Conduct a series of workshops for employees to improve their understanding of existing HR processes and encourage them to submit feedback manually

  • Expand the HR team to handle increased workloads and develop new policies for managing onboarding and benefits administration

Correct answer: Enhance the employee experience by implementing an HR management system for automation, self-service options, and regular feedback surveys to improve response times

Implementing a system addresses the core issues of delays and inefficiencies in HR services by implementing a new HR management system that automates routine tasks and provides self-service options. This approach directly tackles the inefficiencies by streamlining processes, which improves response times and enhances communication. Additionally, regular feedback surveys are used to continually identify and address areas for improvement, ensuring that the system evolves to meet employees' needs and concerns. 

This comprehensive strategy not only optimizes HR operations but also enhances overall employee satisfaction and support.