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[General] Test SHRM-SCP Questions Fee | Valid Test SHRM-SCP Test

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【General】 Test SHRM-SCP Questions Fee | Valid Test SHRM-SCP Test

Posted at yesterday 20:11      View：5 | Replies：0        Print      Only Author   [Copy Link] 1#
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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q276-Q281):NEW QUESTION # 276
At a regional power company, managers are in charge of assigning training and development opportunities to their employees. These opportunities are sponsored by the company, and employees are entitled to their regular pay while attending training and development sessions. Recently, there has been a growing number of complaints that managers were engaging in favoritism by only assigning these training and development opportunities to their favorite employees. Favoritism violates company policy, which states that all employees must be given equal opportunities. The HR director aims to address this issue.
Senior leaders at the company express a desire to eliminate training and development opportunities because they have become too costly for the company. What should the HR director do?
  • A. Conduct a cost-benefit analysis on providing training and development opportunities to employees.
  • B. Survey employees on their perceived effectiveness of training and development in improving their performance.
  • C. Implement blended training approaches to decrease training costs.
  • D. Analyze industry trends on the relationship between business performance and training and development opportunities.
Answer: A
Explanation:
* Comprehensive Evaluation:
* Cost-Benefit Analysis: This method provides a detailed assessment of the costs involved in training and development versus the benefits gained from these programs.
* Informed Decision: The analysis helps in making informed decisions by quantifying the return on investment (ROI) of training initiatives.

NEW QUESTION # 277
A manager tells his employee that he will be demoted if he votes for the union. What are possible consequences if the employee reports the incident?
  • A. The National Labor Relations Board (NLRB) wm investigate the charge.
  • B. The union and employer will engage in mediation.
  • C. The NLRB will file a complaint on behalf of the employee.
  • D. There will be no consequences because the employer can demote, but not terminate, theemployee.
Answer: A
Explanation:
Telling an employee that he will be demoted if he votes for the union is an unfair labor practice (ULP). After the employee reports the ULP to the NLRB, the NLRB will investigate the allegation.

NEW QUESTION # 278
The HR business partner becomes aware of high turnover throughout the organization. It has created so many vacancies that the recruiting team is not able to keep up with filling them. However, the CEO is pleased with the company's sales performance and says the turnover is the nature of the business and the recruiting team needs to work harder to fill the openings. What should the HR business partner do?
  • A. Provide training and development opportunities for employees to improve retention.
  • B. Review exit interviews to determine the root cause of the retention problem.
  • C. Focus all efforts of the HR team on filling the open positions.
  • D. Outsource recruiting requests that the in-house recruiters are unable to fill.
Answer: C
Explanation:
The HR business partner displays the critical evaluation competency by collecting and reviewing data and using it to identify the root of the problem within the organization. Once the core of the problem has been identified, he can develop solutions to improve the company's retention. He knows that solving staffing shortages in the long term requires improving retention - not hiring more employees who will likely leave quickly.

NEW QUESTION # 279
A small technology company needs to design and create a marketing campaign for a new software product it plans to offer in three months. Which type of worker should the HR manager select for the project?
  • A. On-call
  • B. Temporary
  • C. Contract
  • D. Part-time
Answer: C
Explanation:
* Project-Based Needs: A contract worker is ideal for a project-based need such as designing and creating a marketing campaign for a new software product. They bring specific expertise and can focus entirely on the project until completion.
* Specialized Skills: Contract workers often have specialized skills that may not be available within the current workforce. This is crucial for a marketing campaign that requires specific marketing, design, or technology skills.
* Flexibility and Cost-Effectiveness: Hiring a contract worker provides flexibility and can be more cost-effective than hiring a full-time employee, as it eliminates the need for long-term employment costs such as benefits and taxes.
* Timely Delivery: Since the project has a clear timeline (three months), a contract worker can be engaged specifically for this period, ensuring that the work is completed on time without ongoing employment obligations.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on contingent workforce management

NEW QUESTION # 280
The CHRO wants to make sure the HR team is prepared to fully support the change initiative. What steps can she take to prepare her team?
  • A. Identify how the individual HR employees will be affected by the changes.
  • B. Delegate one initiative-related responsibility to each member on the team.
  • C. Ask her team to review job descriptions in preparation for necessary revisions and updates.
  • D. Enroll HR employees in a refresher seminar on employee communications.
Answer: D
Explanation:
The CHRO displays the consultation competency by knowing what skills are needed to successfully support organizational change. Expertise in channels of communication will be critical for the HR team to support the company changes.

NEW QUESTION # 281
......
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