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2026 SHRM-SCP: Latest New Senior Certified Professional (SHRM-SCP) Braindumps SheetActualTestsIT offers affordable Senior Certified Professional (SHRM-SCP) exam preparation material. You don't have to go beyond your budget to buy Updated SHRM-SCP Dumps. To make your SHRM-SCP exam preparation material smooth, a bundle pack is also available that includes all the 3 formats of dumps questions. ActualTestsIT offers 365 days updates. SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q39-Q44):NEW QUESTION # 39
What does the Worker Adjustment and Retraining Notification (WARN) Act require?
A. An employer must provide affected employees with 60-days, notice of an impending layof f of more than 50 employees.
B. An employer must provide employees who are over the age of 40 with a revocation period after signing a severance agreement.
C. An employer must provide affected employees with 60-days, notice of an impending layof f of any size.
D. An employer must publicly release the names of each person affected by a layof f.
Answer: A
Explanation:
The Worker Adjustment and Retraining Notification (WARN) Act requires that for a layof f affecting 50 or more employees at one location, employees must be given 60 days' notice prior to their employment ending.
NEW QUESTION # 40
What is a common reason behind an employee's resistance to change?
A. Belief that change is not possible
B. Because it is outside of the employee,s comfort zone
C. Fear that he or she will not be able to meet new performance expectations
D. Worry that change will result in unexpected costs
Answer: C
Explanation:
One common reason an employee might express resistance to change is that he fears new and unfamiliar processes that are outside of his comfort zone. This is called the fear of the unknown.
NEW QUESTION # 41
The HR manager at a consulting firm notices a rapid increase in the demand for experienced leaders. The increase is making it difficult to hire managers at the same rate of pay compared to one year ago. The firm presently has three open manager positions and the three top candidates are demanding annual salaries higher than current managers' salaries. This morning the firm's CEO sent a companywide email announcing that staffing the job openings is a top priority to meet business demands. The email also indicated the firm is willing to pay a referral bonus. The HR manager knows that staffing the job openings will completely exhaust HR's budget, leaving no money to pay referral bonuses or make salary adjustments for incumbents. While reviewing the candidates' resumes the HR manager receives an email from an incumbent manager stating that the manager discovered the firm is offering higher salaries to applicants with less experience. The email also states the incumbent manager no longer trusts the leadership team and is going to seek other employment opportunities.
Which action should the HR manager take first to respond to the incumbent manager's email?
A. Explain to the incumbent manager how the changes in the job market have made it difficult to hire experienced managers.
B. Meet with the incumbent manager to discuss the non-monetary benefits offered by the firm.
C. Advise the incumbent manager to compare the firm's total compensation and benefits package to competitors' packages.
D. Ask the incumbent manager to stay with the firm until the job openings are staffed.
Answer: A
Explanation:
* Contextual Explanation: The HR manager should provide the incumbent manager with context regarding the current job market and the increased demand for experienced leaders. This helps the incumbent understand the external factors influencing salary offers.
* Market Realities: Explaining the market conditions and how they have shifted since the incumbent was hired can help mitigate feelings of unfairness and build understanding.
* Transparency: Providing a transparent explanation about the hiring challenges and the rationale behind offering higher salaries to attract top talent shows respect for the incumbent's concerns and fosters trust.
* Retention Strategy: Addressing the issue directly with the incumbent manager can help alleviate their dissatisfaction and potentially retain their employment, which is crucial for maintaining stability within the team.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on employee retention and market compensation analysis
NEW QUESTION # 42
A start-up company specializing in technology is acquired by a larger international organization located in a foreign country. Following the acquisition, a manager from the international company schedules a virtual social hour so employees on the manager's team can bond outside of work hours. During the virtual social hour, employees from the start-up experience difficulties understanding the international employees due to language barriers. An employee from the start-up writes an inappropriate comment making fun of how the international employees speak intending to send it to a co-worker but accidentally sends the message to the whole team. The manager reports the employee's behavior to an HR specialist, who documents the incident. A few weeks later the HR specialist receives an email from the employee who sent the message indicating that the employee's manager is acting hostile toward the employee, and the employee's manager mentioned that the international company should never have acquired the start-up.
The HR specialist is concerned the manager's negative comment about the acquisition will lead to other employees having negative opinions about the acquisition. Which action should the HR specialist take to address this concern?
A. Ask the manager how many others saw the comment to understand how disruptive the comment might be.
B. Suggest that any employees who are anxious about the acquisition talk to HR about their concerns.
C. Inform senior leadership that managers are sharing negative comments about the acquisition.
D. Coach the manager regarding effective communication options.
Answer: D
Explanation:
To address the concern about the manager's negative comment affecting other employees' opinions about the acquisition, the HR specialist should:
* Effective Communication Training: Coach the manager on effective communication strategies. This includes how to express concerns constructively and the impact of their words on team morale and organizational culture.
* Promoting Positive Culture: Emphasize the importance of maintaining a positive outlook and how negative comments can undermine team cohesion and trust in leadership.
* Leadership Accountability: Ensure that the manager understands their role in shaping employee perceptions and attitudes, especially during times of change like an acquisition.
* Monitoring and Feedback: Establish a mechanism for ongoing feedback and monitoring to ensure that the manager implements the coaching advice and improves their communication approach.
Coaching the manager aligns with SHRM's best practices for leadership development and effective communication, fostering a more supportive and cohesive workplace during organizational changes.
NEW QUESTION # 43
Which of the following is more likely to be positively correlated with a highly performing, diverse team?
A. Conflict-free collaboration
B. Psychological safety
C. Team dissatisfaction
D. Disparate impact
Answer: D
Explanation:
Diverse teams, even high-performing diverse teams, typically experience higher levels of conflict due to the differences in experiences, beliefs, and behaviors. Psychological safety is the critical element in which, despite the differences among team members, everyone feels comfortable of fering opposing ideas, trying new things, adjusting their point of view, and taking risks. Disparate impact (B) (or unintentional discrimination) and team dissatisfaction (D) are less likely to be found positively correlated with high-performing, diverse teams. Collaboration (C) in and of itself is a style of conflict that leads to new solutions and added value.
NEW QUESTION # 44
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