SHRM-SCP Exam Questions

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61.

What is the first step of instructional design in building training content?

  • Analyze

  • Develop

  • Identify goals

  • Purchase a learning management system

Correct answer: Analyze 

To develop an instructional design, it is necessary to follow the ADDIE Model. The first step in the model is to analyze the need. By conducting a need or gap analysis, data is collected to identify a lack of productivity or gaps in desired performance.

62.

The RTF team leader, Francis, is managing a project that has faced numerous delays due to unclear task assignments and low team morale. Francis is new to the company and is clarifying the path to achieving goals and providing support to enhance team performance. First, she assesses the needs of her team and realizes they require clearer guidance on their roles and more frequent feedback. She adopts a directive leadership style by setting detailed goals, outlining the steps needed to achieve them, and scheduling regular check-ins to ensure progress. Additionally, she incorporates a supportive leadership approach by offering encouragement, acknowledging their hard work, and addressing concerns. 

Which leadership theory is being described? 

  • Path-Goal

  • Behavior

  • Trait-Based 

  • Contigency

Correct answer: Path-Goal

Trait-based theories seek to understand the personal characteristics that make a person a leader. Contingency theories propose that it is the situation under which a leader must perform that determines effectiveness, as well as the nature of the work. Behavioral theories suggest that effective leadership is less a function of how a person is biologically wired but rather how the person acts. These theories focus on the individual, while path-goal theory focuses on people management as the leader defines the goals, clarifies, addresses barriers, and provides ongoing support.

63.

Company YTV is growing fast as sales have almost doubled in the last quarter. During a recent strategic meeting, you have been tasked with hiring ten more sales associates. 

Which step of setting SMARTER goals are you most likely in? 

  • Specific

  • Attainable

  • Measurable 

  • Evaluated 

Correct answer: Specific

The hiring of ten sales associates is a goal that defines a desired outcome.

64.

In a global technology firm, the HR department is tasked with implementing a new communication strategy to address a company-wide shift towards remote work.

How can the HR department effectively utilize a virtual reality (VR) platform to enhance communication and engagement during a company-wide shift to remote work?

  • Creating immersive, interactive town hall meetings and workshops that allow employees to engage in real-time, virtual face-to-face interactions with leadership and colleagues

  • Use the VR platform solely for distributing pre-recorded presentations and training materials, without incorporating interactive features or live interactions

  • Limit the VR sessions to senior leadership only and provide written summaries to employees, rather than including interactive Q&A sessions and departmental discussions

  • Focus on using the VR platform for informal social events rather than structured meetings and workshops, assuming that informal interactions will naturally enhance communication and engagement

Correct answer: Creating immersive, interactive town hall meetings and workshops that allow employees to engage in real-time, virtual face-to-face interactions with leadership and colleagues

Using the virtual reality method leverages the platform’s ability to simulate in-person interactions, making remote communication more dynamic and interactive, which helps maintain engagement and clarity in a remote work environment. It fosters a sense of presence and connection, which is crucial for effective communication and team cohesion.

65.

What are the three barriers to adult learning?

  • Situational, institutional, dispositional

  • Previous experience, education, attitude

  • Technology, economics, societal

  • Culture, technology, dispositional

Correct answer: Situational, institutional, dispositional

Situational barriers arise from one’s situation or environment at a given point. Institutional barriers are practices and procedures that exclude or discourage adults from participating in organized learning activities, and dispositional barriers are related to attitudes and self-perceptions about oneself as a learner.

66.

What are the differences between upstream and downstream strategies?

  • Upstream decisions are made at headquarters and apply to strategies for the standardization of processes and integration of resources. Downstream decisions are made at the local level and target adapting strategic goals to local realities.

  • Upstream decisions are made at the local level and target adapting strategic goals to local realities. Downstream decisions are made at headquarters and apply to strategies for the standardization of processes and integration of resources.

  • Downstream strategies are for local responsiveness, and upstream ones are for global integration.

  • Upstream means operating in multiple regions, and downstream means operating in one market.

Correct answer: Upstream decisions are made at headquarters and apply to strategies for the standardization of processes and integration of resources. Downstream decisions are made at the local level and target adapting strategic goals to local realities.

Upstream and downstream are ranges of global-local models.

67.

How can HR professionals develop a global mindset?

  • Recognizing their own cultural values and biases

  • Understanding the operations of the business

  • Considering why the company wants to go global

  • Working with senior leaders to identify keys to expansion

Correct answer: Recognizing their own cultural values and biases

HR leaders need to develop their own global mindset. Developing strong self-awareness has been shown to foster a nonjudgmental viewpoint on differences.

68.

Finding the best fit between a job and an employee is what part of the employee's lifecycle?

  • Recruitment and selection

  • Onboarding and orientation

  • Training and development

  • Performance management

Correct answer: Recruitment and selection

Finding the best fit between a job and an employee is part of the recruitment and selection process. Once a pool of talent has been identified, it’s HR's responsibility to predict a person-to-job fit and person-to-organization fit. 

69.

AH Health Solutions, a rapidly growing healthcare technology company, is facing challenges with employee onboarding, performance management, and engagement due to its expanding workforce. The HR department struggles to manage these processes using outdated methods.

How can the HR director leverage technology to support these functions?

  • Implement an integrated human resource information system (HRIS) that automates onboarding tasks, provides real-time performance tracking, and includes tools for employee engagement and feedback

  • Purchase three  types of software to manage performance, onboarding, and recruitment 

  • Start a pilot program with new technology focusing on engagement

  • Implement a human resource information system (HRIS) to remove all contact and provide a 1-800 number for support 

Correct answer: Implement an integrated human resource information system (HRIS) that automates onboarding tasks, provides real-time performance tracking, and includes tools for employee engagement and feedback

By implementing an integrated HRIS, the HR director can streamline onboarding, manage performance in real time, and enhance engagement through feedback tools. This approach ensures efficiency and improves the overall employee experience. 

The other options either limit the scope of technology use or completely avoid leveraging it, missing the opportunity to enhance HR operations comprehensively.

70.

AMB company is acquiring a competitor. In anticipation of company growth, the CEO is requesting a plan that develops a talent pipeline to align with the organization’s strategy. 

Which of the following best describes the CEO’s request?

  • Talent acquisition plan

  • Succession plan

  • Recruiting plan

  • Talent needs assessment

Correct answer: Talent acquisition plan

Talent acquisition plans specifically align with the organization’s strategy based on growth or decline for maximum effect. Strategic staffing requires understanding the organization's strategic goals.  

A succession plan identifies internal replacements, and a talent needs assessment identifies current and future needs. A recruiting plan is an operational tool for sourcing strategies and is a component of the larger talent acquisition strategy plan.

71.

What is considered data mining?

  • Analysis

  • Backup

  • Storage

  • Entry

Correct answer: Analysis

Data mining is extracting data to serve a need. Data mining includes collecting and analyzing data into action and decisions. 

Entry is the opposite of data mining, as data mining is focused on extracting. Backup and storage relate to data preservation and not the process of extracting and analyzing data.

72.

An organization is assessing the impact of a global economic downturn on its business. It needs to analyze how reduced consumer spending, fluctuating exchange rates, and potential inflation could affect its revenue, cost structure, and overall financial stability. This includes evaluating potential employee salaries, benefits, and job security impacts. 

What does this demonstrate? 

  • Economic factors that impact the organization

  • Environmental factors that impact the organization

  • Political factors that impact the organization

  • Social factors that impact the organization 

Correct answer: Economic factors that impact the organization

The economy is an external force that significantly impacts strategic business decisions.

73.

OSHA-required record-keeping form 300/301 includes all the following topics, except:

 

  • Employee performance review

  • Death

  • Days away from work

  • Medical treatment beyond first aid

Correct answer: Employee performance review

OSHA’s 300/301 record-keeping forms are logs required by employers of workplace injuries and illnesses; they are not related to employee performance. The record documents information related to death, number of days from work, restricted work or transfers to another job, medical treatment beyond first aid, loss of consciousness, and significant injury or illness diagnosed by a physician or other licensed healthcare professional.

74.

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. However, many employees believe that the selection process favors individuals who are personally liked 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. What steps can they take to revise the nomination and selection criteria to ensure they are based on objective performance metrics?

  • Establish objective performance metrics, implement a structured nomination process with a review panel, provide training for senior partners, and ensure transparency in communication and feedback

  • Revise the performance metrics and implement a review panel for nominations but skip the training for senior partners, assuming they will adapt to the new criteria on their own

  • Develop clear performance metrics and ensure transparency but do not implement a structured nomination process

  • Implement a review panel and establish performance metrics but focus on communicating changes only to senior partners without informing the broader employee base

Correct answer: Establish objective performance metrics, implement a structured nomination process with a review panel, provide training for senior partners, and ensure transparency in communication and feedback

If only senior partners are informed of the changes, the broader employee base may remain unaware and skeptical of the new criteria, which could undermine efforts to improve fairness and morale. Without a structured nomination process and feedback mechanisms, clear performance metrics and transparency alone may not fully address biases or improve fairness. Similarly, without training, senior partners may struggle with applying the new criteria, leading to inconsistent implementation and persisting biases despite the introduction of a review panel and updated metrics.

75.

What is the formula for determining workforce needs?

  • Total functional workload/workload handled by one person

  • Workload handled by on person/functional workload

  • Number of business units/number of customers

  • Number of customers/number of business units

Correct answer: Total functional workload/workload handled by one person

Forecasting staffing needs is usually done in terms of the number of full-time equivalent people. The unit value is favored for budgeting activities.

76.

The company you work for hired 35 engineers in the second quarter of the fiscal year. The internal cost to hire these candidates was $25,000. The external costs were $30,000. 

What is the approximate cost per hire?

  • $1,572

  • $1,500

  • $750

  • $2,200

Correct answer: $1,572. 

Cost per hire is calculated by adding internal costs and external costs and dividing the number of candidates hired in a period.  

(External Costs + Internal Costs) / Total Number of Hires in a Period 

($25,000 + $30,000)/35 = $1,572

77.

What are the three employee engagement levels?

  • Trait, stage, behavioral

  • Organization commitment, trait, stage

  • Job satisfaction, job commitment, workload

  • Job attitude, job satisfaction, job commitment

Correct answer: Trait, stage, behavioral

Engagement is the degree to which employees are psychologically invested in the organization and motivated to contribute to success. Trait engagement is based on personality elements. Stage engagement is the influence of the workplace environment on an individual’s inclination to be involved. Behavior is the effect of individual effort that creates satisfaction from a job well done. 

Job satisfaction and job commitments are types of job attitudes.

78.

At ABC Manufacturing, a newly hired HR representative is struggling to understand the details of the collective bargaining agreement (CBA) and the relevant labor codes in dealing with union representatives. This has led to some miscommunication with the union during grievance meetings and contract discussions. 

How should the HR director assist the HR rep in becoming more proficient in these areas?

  • Provide the HR rep with targeted training on the CBA, labor laws, and union protocols, and assign them a mentor with experience in unionized environments to guide them through complex cases

  • Advise the HR rep to rely on personal judgment rather than consulting the CBA or labor laws, as experience will come with time

  • Instruct the HR rep to defer all union matters to the legal team without further training or involvement

  • Encourage the HR rep to focus solely on non-union HR issues to avoid dealing with union representatives entirely

Correct answer: Provide the HR rep with targeted training on the CBA, labor laws, and union protocols, and assign them a mentor with experience in unionized environments to guide them through complex cases

By developing a clear understanding of these regulations, the HR representative can navigate union-related matters effectively, reducing potential risks. Additionally, knowing these areas enhances decision-making and negotiations with union representatives, which are crucial for maintaining labor peace and fostering positive relationships. 

Understanding these elements aligns with the HR professional's role in ensuring organizational effectiveness and compliance.

79.

What is a bring-your-own-device policy?

  • A policy that allows employees to use their personal electronic devices for company purposes

  • A policy that outlines company-issued devices being allowed for personal use

  • A policy regarding personal data procedures for handling, storing, and retrieving information

  • A policy that leases electronic devices to employees

Correct answer: A policy that allows employees to use their personal electronic devices for company purposes

A bring-your-own-device policy applies to employee use of personal electronic devices for company purposes. The policy needs to outline how employees are expected to safeguard company data while using personal devices, and a company may have a separate policy regarding data. 

Allowing employees to work on their personal electronic devices can lower costs and improve efficiency.

80.

Which of the following is not a concerted activity?

  • An individual employee complaining privately to their supervisor about their workload and requesting a raise

  • A group of employees gathered to discuss their dissatisfaction with current wages

  • A group of employees organizing a strike to protest the unsafe working conditions

  • A group of employees filing a grievance because their overtime pay is consistently being calculated incorrectly

Correct answer: An individual employee complaining privately to their supervisor about their workload and requesting a raise 

An individual complaining privately to their supervisor about their workload and requesting a raise for themselves is not considered a concerted activity because it does not involve or seek to represent the interests of other employees or a group of workers. 

Under the National Relations Labor Act, concerted activities typically involve actions taken by two or more employees together, or by an individual employee on behalf of others, aimed at improving working conditions or addressing issues that affect multiple employees.