SHRM-SCP Exam Questions

Page 3 of 25

41.

TYU an international company is experiencing slow decision-making and unclear responsibilities. This is causing quality issues and project delays for their medical device manufacturing team. The Chief Operations Officer asks you to help. 

What type of intervention are you going to use?

  • Structural Intervention

  • Process Intervention

  • Performance Management

  • Leadership Development

Correct answer: Structural Intervention

A structural intervention relates to the organization’s structure design to assist the workflow, and hierarchies of authority identify the chain of command. Factors such as authorizing changes and accountability communication flows must be supported through formal and informal structures of the workplace.

42.

An employee from the construction excavation crew comes to you, the HR director, stating the recently hired foreman is selling drugs at job sites. The reporting employee was the only one who witnessed the behavior. 

How should you proceed with the investigation?

  • Conduct a follow-up interview with the reporting employee, discreetly check for additional witnesses or evidence, and consult legal counsel to ensure proper handling of the situation

  • Close the investigation immediately, as there is only one witness, and assume the claim is likely false

  • Suspend the foreman indefinitely based on the report from the single employee

  • Announce to the entire crew that an investigation is ongoing to see if anyone else comes forward with more information

Correct answer: Conduct a follow-up interview with the reporting employee, discreetly check for additional witnesses or evidence, and consult legal counsel to ensure proper handling of the situation

Conducting a follow-up interview with the reporting employee ensures a thorough and fair investigation by gathering more information from the reporting employee, looking for additional evidence or witnesses, and consulting legal counsel. 

This approach helps verify the claim and ensure that any actions taken are compliant with company policies and legal requirements, maintaining fairness and due process.

43.

DRF Paving has a reputation for having long-term employees for 20-plus years. In recent months, there has been an increase in turnover for newer employees aged 18-25. During one exit interview, the employee shed light on hazing from the older staff members. 

What's the appropriate action to take to reverse the high turnover?

  • Implement anti-hazing policies, provide respectful workplace training, establish a reporting mechanism, and offer mentoring for new employees

  • Ignore the hazing reports since it was just one employee and focus solely on hiring more new employees

  • Only address the turnover issue by increasing salaries and benefits for new employees without tackling the reported hazing

  • Implement strict disciplinary measures against the older staff members without offering training or support to address the causes of the turnover

Correct answer: Implement anti-hazing policies, provide respectful workplace training, establish a reporting mechanism, and offer mentoring for new employees

This approach addresses both the immediate and underlying issues. Anti-hazing policies and training promote a respectful work environment, while a reporting mechanism ensures issues are handled effectively. Mentoring helps new employees integrate and feel supported, which can reduce turnover. 

This comprehensive strategy targets the root causes of turnover and enhances overall workplace culture, reflecting strong business acumen and interpersonal competency.

44.

A large municipal organization is facing significant issues within its leadership team. Leaders engage in gossip and disparaging remarks about one another, which are overheard by their direct reports. This behavior has led to a lack of collaboration among the different units, with leaders undermining each other’s projects to damage their colleagues' reputations. Consequently, direct reports are frequently in conflict, leading to poor internal customer service and a refusal to assist others. Many employees attribute these problems to the organization's director, citing a lack of clear direction. 

An employee overhears a leader's plan to sabotage another project and comes to you to report it. What action should you take to prevent the sabotage while protecting the employee?

  • Investigate the reported sabotage plan while maintaining confidentiality for the employee, implementing corrective actions to address the leadership issues, and establishing a clear, ethical framework for behavior and reporting preventing future misconduct

  • Question the leader thoroughly to get them to admit to the intended sabotage

  • Tell the employee that HR is obligated to take action, which means confronting the leader about the planned sabotage

  • Remind the employee of the company’s whistle-blower protections before addressing the leader about the sabotage

Correct answer: Investigate the reported sabotage plan while maintaining confidentiality for the employee, implementing corrective actions to address the leadership issues, and establishing a clear, ethical framework for behavior and reporting preventing future misconduct

Interviewing the leader in a confrontational manner may not effectively address the issue or protect the employee’s identity. It could also lead to further tension and potentially escalate the situation. Telling the employee that HR is obligated to take action does not provide any protection for the whistle-blower and may compromise their confidentiality, which can deter future reports of misconduct. 

Reminding the employee of whistle-blower protections does not address the immediate issue of the planned sabotage or ensure a thorough investigation. The focus should be on discreetly handling the situation and protecting the employee’s confidentiality during the investigation.

45.

You notice that diversity and inclusion initiatives at your company are not having the intended impact. What should you do?

  • Review and revise the initiatives based on feedback and effectiveness

  • Continue with the current initiatives and hope for gradual improvement

  • Discontinue the initiatives if immediate results are not evident

  • Do nothing 

Correct answer: Review and revise the initiatives based on feedback and effectiveness

Continuing with the current initiatives does not solve the issue. Discontinuing the initiatives would not be in alignment with the organization's DEI strategy. Doing nothing would result in unfair practices and does not address employee concerns. 

46.

What is the definition of a knowledge asset?

  • An organization’s most valuable concepts, procedures, processes, and know-how that are specific to the organization

  • An employee’s specific expertise that is not transferable

  • The intellectual property of the finance department

  • The internal processes of the organization

Correct answer: An organization’s most valuable concepts, procedures, processes, and know-how that are specific to the organization  

As part of knowledge management, knowledge assets are the organization’s most valuable collective organizational knowledge. Knowledge assets include explicit and tacit information that is specific to the organization. 

Intellectual property is an example of knowledge management. Assets are the creation, storage/retrieval, transfer, and application of knowledge that are pertinent to conducting business.

47.

In a multinational corporation, the HR department is responsible for overseeing the decision-making process related to employee performance management and disciplinary actions. Recently, the company has implemented a new policy requiring detailed documentation for all performance reviews and disciplinary actions to ensure transparency and consistency. 

How can the HR department effectively oversee the documentation process for employee performance management and disciplinary actions to ensure consistency and compliance with the new policy across different regions?

  • Provide comprehensive training to managers on the new policy, create and distribute standardized documentation templates, and conduct regular audits to ensure compliance

  • Rely on regional managers to self-report their adherence to the documentation policy

  • Focus on reviewing documentation after disciplinary actions are taken, rather than monitoring the process throughout and providing ongoing training

  • Delegate the responsibility of creating documentation templates and training to external consultants and avoid direct involvement in the process

Correct answer: Provide comprehensive training to managers on the new policy, create and distribute standardized documentation templates, and conduct regular audits to ensure compliance

This approach ensures consistency, transparency, and adherence to the policy, helping to maintain fair and legally defensible HR practices across different regions. 

Relying solely on self-reports or external consultants can lead to inconsistent documentation practices and non-compliance, as these methods lack the oversight and alignment needed to ensure fairness and legal compliance. Focusing only on post-action reviews fails to address documentation issues in real-time and misses opportunities for ongoing guidance and support. Without formal audits, standardized templates, and direct involvement from HR, there is a risk of inadequate compliance and discrepancies in the documentation process.

48.

All Parts Co. is a manufacturing plant that produces automotive components. The company has a policy that requires employees to work mandatory overtime during peak production periods. Recently, Jordan has been working 10-12 hours daily, including weekends.  Jordan is a non-exempt employee. Despite working the additional hours, Jordan notices that his paycheck only reflects his regular 40-hour workweek. When he brings this up to his supervisor, he's told that the company considers the extra hours as "part of the job" and doesn't pay overtime, claiming it's covered by his base salary.  

Should Jordan receive overtime pay?

  • Yes, because Jordan is a non-exempt employee and eligible for overtime pay

  • No, because Jordan is a non-exempt employee and not eligible for overtime pay

  • No, because Jordan is receiving a base salary that includes overtime wages

  • Yes, because Jordan’s salary does not cover overtime wages

Correct answer: Yes, because Jordan is a non-exempt employee and eligible for overtime pay

The DOL and IRS determine categories related to overtime pay and rest period requirements, and they outline how each employee is going to be paid. The Fair Labor Standards Act requires overtime pay for hours worked over 40 in a workweek. 

49.

What is the definition of an expatriate?

  • A citizen of the home country working on an international assignment

  • A foreign student who studies abroad for a semester as part of an exchange program

  • A former employee who permanently leaves the country for work

  • A person who works remotely from their home country

Correct answer: A citizen of the home country working on an international assignment

Expatriates are citizens of their home country working on an international assignment. Types of assignments can include specialist, technical, developmental, and strategic. 

50.

When is the most appropriate time for HR to develop a human capital vision to ensure it aligns effectively with the company's strategic goals and supports long-term growth?

  • Create a human capital vision during the initial planning phase of a major strategic initiative, such as a market expansion or merger, to align workforce strategies with the company’s long-term goals

  • Develop a human capital vision only when the company faces immediate staffing issues or operational challenges

  • Develop a human capital vision after implementing new HR systems or processes, without integrating it into the broader strategic planning of the company

  • Focus on creating a human capital vision solely based on current workforce demographics and immediate needs, without linking it to the company’s future growth and strategic direction

Correct answer: Create a human capital vision during the initial planning phase of a major strategic initiative, such as a market expansion or merger, to align workforce strategies with the company’s long-term goals

Developing a human capital vision during the initial planning phase of major strategic initiatives ensures that workforce strategies are aligned with the company’s long-term objectives from the start. This allows HR to tailor talent strategies to support new goals, address future needs, and integrate effectively with the overall strategic plan.

51.

A senior leader asks for confidential HR information to make an informed decision. How do you respond?

  • Assess the request against confidentiality policies and provide information only if it complies with them

  • Deny the request 

  •  Provide the information if the request comes from a senior leader

  • Receive consent from the employee involved 

Correct answer: Assess the request against confidentiality policies and provide information only if it complies with those policies

Assessing the request against confidentiality policies ensures that sensitive information is handled according to established guidelines, protecting both employee privacy and the organization's legal obligations. Providing information only if it complies with these policies safeguards against potential misuse and maintains the integrity of the HR function. 

This approach balances the need for transparency with the responsibility to uphold confidentiality, keeping any information shared within the boundaries of policy and legal requirements.

52.

An HR manager is investigating an alleged affair between a director and an employee. The mission was initially inconclusive due to a lack of evidence but later revealed new information and witness testimony. The CEO asked the HR manager to brush off the situation.

How should HR handle the situation since the CEO has instructed them to ignore the new evidence?

  • HR should document the new evidence and the CEO’s instruction, then escalate the issue to legal

  • HR should comply with the CEO’s request and not pursue the new evidence to avoid potential conflict and maintain harmony

  • HR should wait until the director and employee resign before addressing the new evidence to minimize disruption

  • HR should only discuss the matter with the director and employee involved

Correct answer: HR should document the new evidence and the CEO’s instruction, then escalate the issue to legal

Ignoring new evidence or delaying action can perpetuate misconduct and undermine the integrity of the HR function. 

Effective interpersonal skills require addressing such issues transparently and ensuring that all evidence is properly investigated to maintain a fair and ethical workplace.

53.

The HR department at a mid-sized tech company has noticed an increase in the number of employees requesting leave and a drop in engagement scores over the past quarter. Management is concerned about potential impacts on productivity and morale. As the HR manager, you need to address these issues before they escalate.  

How should you use leading indicators to manage the situation and improve employee well-being and performance?

  • Investigate leading indicators such as changes in employee engagement surveys, patterns in leave requests, and feedback from recent employee focus groups to identify emerging issues and develop targeted interventions to address potential causes

  • Focus solely on analyzing past performance data and exit interviews to understand the reasons behind the leave requests and declining engagement scores

  • Wait for additional data on employee turnover and productivity trends before taking any action

  • Implement a general employee wellness program without specifically analyzing leading indicators or tailoring the program to address the identified trends

Correct answer: Investigate leading indicators such as changes in employee engagement surveys, patterns in leave requests, and feedback from recent employee focus groups to identify emerging issues and develop targeted interventions to address potential causes

Analyzing leading indicators, such as engagement surveys and patterns in leave requests, helps HR identify emerging issues before they become severe problems. By using these indicators to understand underlying causes, HR can develop targeted interventions to address specific concerns, thereby improving employee well-being and performance proactively. 

This approach allows for a more strategic and informed response to potential challenges.

54.

What is the difference between coaching and mentoring?

  • Coaching involves a supervisor or manager meeting with an employee regularly, and feedback is focused on taking action so behaviors can change. Mentoring involves an experienced professional focused on a particular area of development.

  • Mentoring involves a supervisor or manager meeting with an employee regularly, and feedback is focused on taking action so behaviors change. Coaching involves an experienced professional focused on particular areas of development.

  • Coaching is done every week, while mentoring is done every month.

  • Coaching always involves a supervisor, and mentoring always involves an expert from outside the organization. 

Correct answer: Coaching involves a supervisor or manager meeting with an employee regularly, and feedback is focused on taking action so behaviors can change. Mentoring involves an experienced professional focused on a particular area of development.

Mentoring and coaching can both be parts of a development and training program with internal and/or external individuals.

55.

What is the first step in making a selection for a third-party vendor, such as IT support?

  • Create a request for proposal (RFP)

  • Create a scope of work

  • Promote the hiring need on social media

  • Contact IT companies and invite them to submit a proposal 

Correct answer: Create a request for proposal (RFP)

An RFP is a request for proposal, a document that outlines the scope, purpose, requirements, and budget for a technology project.

A scope of work is not always necessary but can be included in an RFP. Inviting companies to submit a bid or a proposal requires an RFP to be outlined, so the IT company understands the business’s needs in addition to promoting on social media. 

56.

An annual employee survey at a major law firm has revealed significant dissatisfaction with the company's quarterly reward and recognition program. This program, designed to acknowledge high-performing employees nominated by their senior partners, includes monetary bonuses as rewards. However, many employees believe that the selection process favors individuals who are personally favored by their managers rather than those with actual performance achievements. This perception is negatively affecting the morale of top performers and fostering a sense of entitlement among frequently nominated employees. The managing partner has tasked the HR director with addressing these issues to improve fairness perceptions and boost overall employee morale.    

How can the HR director use data analysis to identify and address issues in the employee reward and recognition program to ensure it aligns with performance metrics and improves overall fairness and employee satisfaction?

  • Analyze performance evaluations, nomination patterns, and employee feedback to identify trends and biases, then adjust the reward criteria based on objective performance metrics

  • Survey previous winners and identify their chances to win again

  • Ask managers to explain why previous winners were nominated

  • Discontinue the reward program based on negative feedback 

Correct answer: Analyze performance evaluations, nomination patterns, and employee feedback to identify trends and biases, then adjust the reward criteria based on objective performance metrics 

Analyzing performance evaluations and nomination patterns to identify trends and biases can help ensure that awards are based on objective performance rather than subjective factors. This approach helps in making data-driven adjustments to the program, which can improve fairness and increase overall employee satisfaction.

57.

A senior executive asks you to overlook a minor policy violation to avoid negative publicity. What is your course of action?

  • Investigate the policy violation and inform the executive of potential legal risks 

  • Quit your job

  • Agree to overlook the violation to protect the company’s image

  • Seek approval from another executive before taking any action

Correct answer: Investigate the policy violation, and inform the executive of the potential legal risks 

Quitting the job doesn't solve the problem. Overlooking the violation is an ethical code violation, and seeking approval from another executive also won't solve the legal risk.

58.

What is the definition of restructuring?

  • The act of changing an organizational structure to become more profitable and better organized

  • The act of changing the company's marketing strategies to improve brand recognition

  • The act of changing the company's CSR strategy

  • The act of hiring additional staff for new business objectives

Correct answer: The act of changing an organizational structure to become more profitable and better organized

Corporate restructuring is the act of changing the organizational structure to become more profitable and better organized. 

Restructuring can occur during a merger and acquisition or due to economic decline to reduce financial losses from the lack of revenue.

59.

JKE decides to implement a company-wide shift to remote work to enhance flexibility and reduce overhead costs. This transition involves upgrading technology infrastructure, revising work policies, and providing remote work training to all employees. The CEO holds a series of town hall meetings to communicate the vision behind the change, address employee concerns, and outline the benefits of increased work-life balance. 

Which leadership competency should the HR leader prioritize to manage the change and support employees during the transition?

  • Change Management

  • Strategic Planning

  • Performance Management

  • Talent Acquisition

Correct answer: Change Management   

Change management is crucial for guiding employees through the transition to a remote work model by addressing concerns, providing resources, and ensuring that the shift is implemented smoothly. 

While strategic planning, performance management, and talent acquisition are important, they are secondary to managing and supporting employees during the transition.

60.

As the HR director at a growing multinational company, Sam is responsible for ensuring the organization remains compliant with evolving labor laws across different jurisdictions. Recently, new regulations were introduced that affect data privacy and employee rights in several countries where the company operates. 

What steps should Sam take to manage these changes?

  • Stay updated on regulations, attend legal training, and revise company policies to ensure compliance across all departments

  • Rely on existing compliance practices without updating them to accommodate new regulations

  • Focus only on the regulations affecting the main office 

  • Wait for legal to provide insight and further information

Correct answer:  Stay updated on regulations, attend legal training, and revise company policies to ensure compliance across all departments

By staying updated on the latest regulations and attending legal training, Sam acquires the necessary knowledge to handle new compliance requirements. Revising company policies ensures that all departments align with the new regulations, preventing legal issues and maintaining organizational integrity. 

This proactive and thorough approach is essential for effective leadership in compliance, demonstrating the HR director’s commitment to upholding legal standards and adapting to changes.