SHRM-SCP Exam Questions

81.

In evaluating organizational trends, how should HR professionals integrate and analyze diverse data sources to ensure a comprehensive understanding and support strategic decision-making?

• Employ a holistic approach by synthesizing quantitative data with qualitative insights, analyzing historical and current trends, and considering both internal and external factors to gain a nuanced understanding of organizational trends

• Focus primarily on the most recent quantitative data while disregarding historical context and qualitative feedback that may provide additional insights

• Rely on high-level summary reports and detailed analysis of stakeholder input

• Prioritize data that confirms existing assumptions and ignore discrepancies or anomalies that could reveal important trends

82.

An administrative assistant was an adult entertainer before changing careers and industry. An employee recognizes the administrative assistant and decides to show her pornographic video on a full-size screen in the break room where everyone can see it. Employees watched the video. The manager decides to terminate this employee. 

What are the key considerations for the manager in ensuring the termination process is handled appropriately, and what steps should be taken to address the workplace environment and support the affected administrative assistant?

• Ensure that the termination is conducted in compliance with company policies and legal guidelines while also implementing measures to address the workplace environment, such as providing support to the affected administrative assistant and reinforcing policies against harassment and inappropriate behavior

• Immediately terminate the employee without further investigation and avoid addressing the issue with the remaining staff to prevent further discomfort

• Conduct a meeting with all employees to discuss the incident in detail and publicly reprimand the terminated employee to set an example

• Allow the terminated employee to resign voluntarily to avoid potential legal complications and focus solely on providing additional training to the staff about workplace behavior

83.

What is an employer of record?

• The entity responsible for the health and welfare of employees that may set the conditions of employment, including wages, work schedule, time off, and benefits

• The entity that provides temporary staff and pays their wages 

• A business consultant that stores and maintains records for employees

• Two employers that are joined and liable for employee’s wages

84.

Alex, the HR director at a large manufacturing firm, is preparing for a legal compliance audit on workplace safety and employee rights. During a thorough review, Alex discovered significant gaps between current practices and new regulations that could lead to serious legal and safety issues if not addressed. However, addressing these issues fully will require substantial financial resources and may temporarily disrupt operations, potentially impacting the company’s profitability and employee morale. 

How should Alex navigate this ethical dilemma to demonstrate effective leadership?

• Fully disclose all compliance issues and recommend immediate corrective actions, even if they affect short-term operations

• Present a partial report that minimizes the visibility of compliance issues to avoid immediate disruptions while planning gradual improvements

• Delay reporting the issues until a more convenient time when operational disruptions might be less severe

• Focus solely on addressing issues that are most likely to be detected during the audit, leaving other gaps unaddressed

85.

What is the difference between labor and trade unions?

• Labor unions usually work for single employers doing similar types of work, while trade union workers can work for any union-represented employer

• Labor unions are specific to public sector employees, while trade unions represent only private sector workers

• Labor unions are international organizations that handle global trade agreements, whereas trade unions are local groups that represent employee relations for a specific location

• Labor unions deal with employee grievances and disputes within a single company, while trade unions are responsible for organizing company picnics and social events

86.

AH Health company currently offers medical insurance benefits covering 100% of the employee’s premium and 100% of their dependents. However, domestic partners are not included in the group’s plan. In preparation for open enrollment, the COO recognizes that the company cannot continue to cover dependents at 100% as costs are too high. In addition, some employees' domestic partners need health insurance but won’t be able to receive coverage because the group plan doesn’t cover domestic partners. 

How can you effectively communicate and collaborate with employees and leadership to address concerns about the changes to dependent coverage and the exclusion of domestic partners while maintaining employee trust and ensuring organizational goals are met?

• Provide transparent communication about the financial reasons for the changes while showing empathy for employee needs. Collaborate with leadership to explore alternative solutions, such as cost-sharing options or voluntary plans for domestic partners.

• Focus solely on reducing costs by eliminating dependent coverage, without offering any explanation or alternatives.

• Implement the changes immediately without informing employees in advance, as their input is unnecessary and might delay the decision-making process. 

• Avoid discussing the exclusion of domestic partners since it's not currently part of the plan, and only focus on reducing dependent coverage. 

87.

Janet, who just started at JKD Financial Services, was gossiping about her co-worker Lisa. Lisa heard about the incident. In the bathroom with Janet, Lisa grabbed her by the neck and threatened her. Janet leaves the bathroom crying and quits the next day. Margo from accounting witnessed Janet leaving the bathroom and overheard commotion from the bathroom. The company has a strict workplace violence policy. 

Should Lisa be terminated from her position?

• Yes, after a thorough investigation into the incident, including interviewing all involved parties

• Yes, as such actions violate workplace conduct policies and create a hostile environment

• No, Lisa should not be terminated if she has a good performance record, as the incident can be addressed with a warning and further training

• No, Lisa should not be terminated because Janet's gossiping provoked the situation, and Lisa’s actions should be excused

88.

A new manager is having difficulty adapting to the company culture. How can you assist them?

• Provide a mentor or coach to help them understand and integrate into the culture 

• Allow them to figure it out on their own over time

• Reassign them to a different role or department

• Put the manager on a performance improvement plan

89.

One of the account executives at a marketing agency is starting to fall behind in their work. The account executive speaks to their manager and shares that they’re stressed about their financial problems. The manager comes to you and asks if there are any benefits for the employee that can help them. 

Based on your benefits package, what benefit would you recommend?

• Employee Assistance Program

• Health Benefits

• 401K Distribution

• Disability Insurance

90.

GlobalTech, an international electronics manufacturer, is planning to expand its market into a new country. During a strategic planning meeting, the team identified several external risks: political instability in the target country, fluctuating exchange rates affecting profitability, and potential trade restrictions that could impact supply chains. 

According to Kaplan and Mike’s categories, what type of risk is described?

• External

• Strategic

• Preventable

• Enterprise perspective

91.

A production manager just hired a new assembly line technician. On their first day, the assembly line technician presents a driver’s license when completing the Form I-9.  

What else is required for the assembly line technician to complete this document?  

• A second document authorized on the From I-9 instructions as proof of authorization to work in the United States as outlined by the Department of Homeland Security

• No other documents 

• An unrestricted social security card

• An expired U.S. passport

92.

The cost of recruiting and hiring a junior sales associate is $5,000. The monthly value of a junior sales associate is $3,000. What is the approximate new hire's break-even point?

• 1.5 months

• 2 months

• 1 month

• 3 weeks

93.

RJK Production, an international manufacturing firm, is expanding its operations into several new markets across Asia and Europe. The company is committed to creating a diverse and inclusive work environment but is facing challenges due to cultural differences and varying regional practices. 

What key considerations should the HR director take into account when developing a global strategy to foster a global mindset across diverse cultural contexts?

• Include cross-cultural training, adapt communication methods to regional practices, and align diversity and inclusion initiatives with both local norms and global values

• Implement a uniform strategy across all regions without accounting for local cultural differences or adapting practices to fit regional needs

• Focus exclusively on global policies from the company's headquarters, ignoring the need for adaptation to regional cultural practices

• Address only legal compliance in new markets, overlooking the importance of cultural sensitivity and inclusion in fostering a global mindset

94.

A landscaper was injured and cannot work more than 6 hours per day, according to his doctor. When the landscaper returns to work, he asks for a job accommodation. 

What are the employer's next steps? 

• Start the interactive process with the employee

• Deny the request

• Do nothing 

• Ask for medical documentation 

95.

A CEO fires the VP of engineering. Following the dismissal, the former VP emails the board and customers claiming that the company is facing financial difficulties. This email causes concern among stakeholders and employees. 

As the CHRO, what should be your approach to managing the potential impact of the former VP’s claims on the company’s financial stability and stakeholder relationships?

• Reaffirm the company's financial health by preparing a detailed report and sharing it with stakeholders while publicly addressing the former VP's claims to restore confidence and mitigate any damage

• Restrict all communication with stakeholders and employees about the financial status, prioritizing internal restructuring to address the immediate fallout from the VP’s email

• Allow the former VP’s claims to fade from attention over time and concentrate on internal operational improvements without addressing the external concerns raised

• Focus on internal communications to improve employee morale and avoid making any public statements about the financial situation to prevent further speculation

96.

What is the definition of offshoring?

• The transfer of some work to locations outside the home country's borders, in which those doing the work are still on the organization’s payroll

• Contracting part of the business processes or production to an external company location in a nearby country 

• The relocation of business processes or production to a lower-cost location inside the same country

• The transfer of some work to organizations outside the employer’s payroll

97.

How can HR professionals stay up-to-date with current trends and practices in the field, and why is this important for their role?

• Engage in continuous learning, attend industry conferences, and read relevant publications to stay current

• Rely solely on internal company reports and past experiences without seeking external sources of information

• Focus on HR functions within the company, ignoring broader industry trends and developments.

• Update practices based on occasional informal feedback rather than structured learning and research

98.

The HR team has identified a significant discrepancy between employee retention rates in different departments, with the finance department showing unusually high retention compared to the marketing department. The initial hypothesis is that differences in management styles might be influencing these rates. As an HR professional, you need to investigate this further. 

What is the most effective method to explore whether management styles are impacting employee retention rates in different departments?

• Implement a standardized survey across all departments to collect detailed feedback on management styles, employee satisfaction, and retention factors and analyze the results to identify correlations and differences

• Conduct a series of one-on-one interviews with employees from the finance and marketing departments to gather subjective opinions about their managers' styles

• Review only the overall department retention rates without analyzing specific feedback or conducting a detailed comparison of management practices

• Focus on industry benchmarks and compare your company’s retention rates with those of similar organizations to determine if management styles might be a contributing factor

99.

Forward March, an early intervention facility, is launching a new employee wellness program aimed at enhancing employee well-being and productivity. To ensure the program's success, the HR department needs to market the initiative internally to gain employee buy-in and engagement. The HR director is tasked with developing a strategy to promote the program and demonstrate its value to employees. 

How can the HR director effectively market the new wellness program within the organization to maximize employee engagement and demonstrate its value?

• Create a comprehensive internal marketing campaign that includes clear communication of the program’s benefits, testimonials from early participants, and measurable outcomes to showcase the program’s value and encourage widespread adoption

• Distribute generic program brochures and rely solely on word-of-mouth among employees to spread awareness about the wellness program 

• Focus on organizing a single launch event with minimal follow-up communication, assuming that initial enthusiasm will sustain ongoing participation

• Highlight only the program’s cost savings and financial benefits to the organization, without addressing how it impacts employee well-being and productivity

100.

To support LMG’s learning and development strategy, what tool can help collect data and provide course management?

• Learning management system

• HRIS

• Course attendance tracker

• Excel spreadsheet