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[Hardware] SHRM-SCP Reliable Dumps Questions - Latest SHRM-SCP Test Format

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【Hardware】 SHRM-SCP Reliable Dumps Questions - Latest SHRM-SCP Test Format

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q392-Q397):NEW QUESTION # 392
The HR manager presents an attrition analysis to the executive leadership team and highlights training interventions and job rotations as action items to prevent high-performers from leaving the organization. What type of analysis is described?
  • A. Predictive
  • B. Prescriptive
  • C. Descriptive
  • D. Cognitive
Answer: B
Explanation:
* Prescriptive Analytics: The type of analysis described involves recommending specific actions (training interventions and job rotations) to prevent high-performers from leaving the organization. This is characteristic of prescriptive analytics, which not only predicts future outcomes but also suggests actions to achieve desired outcomes.
* Action-Oriented: Prescriptive analytics focuses on what should be done to address a problem or opportunity, providing actionable recommendations based on data analysis.
* Use of Data: The HR manager uses data from the attrition analysis to inform the recommended actions, which is a key feature of prescriptive analytics.
* Outcome Focused: By prescribing specific interventions, the HR manager aims to influence future outcomes positively, such as reducing attrition among high-performers.
References:
* SHRM, "Using Analytics for HR Decision-Making," available at SHRM.org.
* SHRM, "Understanding Different Types of HR Analytics," available at SHRM.org.

NEW QUESTION # 393
Which demand forecasting methodology best supports a workforce management strategy regardless of industry?
  • A. Ratio-trend
  • B. Technological forecast
  • C. Work study
  • D. Managerial judgment
Answer: D
Explanation:
* Experience-Based Forecasting: Managerial judgment relies on the experience and insights of managers to predict future workforce needs. This method is versatile and can be applied across various industries.
* Holistic View: Managers can provide a comprehensive view of workforce requirements based on their understanding of the organization's strategic goals, market conditions, and internal capabilities.
* Adaptability: This method is flexible and can be adjusted based on real-time changes in the business environment, making it suitable for dynamic and rapidly changing industries.
* Practical Application: Managerial judgment is practical and straightforward to implement, especially in organizations where historical data may not be readily available or where unique industry factors must be considered.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on workforce planning and demand forecasting methodologies

NEW QUESTION # 394
A midsize company in the services sector observes a decline in employee engagement ratings regarding employee benefits. The HR manager proposes to the executive team an introduction of custom selection benefit plans. Which motivation theory should the HR manager cite to support this recommendation?
  • A. Goal-setting
  • B. Attribution
  • C. Equity
  • D. Expectancy
Answer: D
Explanation:
* Expectancy Theory Overview: Expectancy theory suggests that employees are motivated when they believe that their efforts will lead to desirable performance and rewards. Custom selection benefit plans can enhance this belief by allowing employees to choose benefits that best meet their personal needs.
* Linking Effort to Rewards: By offering custom selection benefit plans, employees can see a clear link between their work efforts and the rewards they receive, thereby increasing their motivation and engagement.
* Personalized Benefits: Customizing benefits allows employees to select options that are most valuable to them, making them feel appreciated and understood by the organization, which boosts engagement.
* Enhanced Satisfaction: Expectancy theory posits that when employees expect that their efforts will lead to valued rewards, their satisfaction and motivation levels increase. Custom benefit plans directly support this by providing tailored rewards.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on employee motivation and benefit plan customization

NEW QUESTION # 395
A company aims to reduce occurrences in which employees violate company policy and have to be disciplined. What steps can they take?
  • A. Implement strict disciplinary actions as a deterrent.
  • B. Takeaway employees, company discounts if violations occur.
  • C. Monitor employees closely throughout their shifts.
  • D. Create a company culture of open Two-way communication.
Answer: A
Explanation:
Companies that want to minimize having to discipline their workforce should practice open communication with their employees. It allows employees to develop a good understanding of company policies and expectations. And, managers who are in regular communication with their employees understand reasons for their behavior and can correct it before a violation occurs.

NEW QUESTION # 396
In one of the warehouses of a retail company, several international employees complain to HR that the warehouse manager has forbidden them from speaking in their native language in the workplace. The HR manager speaks with the warehouse manager, who says there have been several reports that the international employees only interact with each other and they have difficulty conversing with the local employees due to language barriers. The HR manager also learns that the international employees can speak the primary language used in the company well enough to understand instructions from their supervisors. Fortunately, there have been no incidents of safety issues where language has been a barrier between local and international employees. However, senior management believes there is a lack of rapport between local and international employees and instructs the HR manager to resolve the issue.
Which action should the HR manager take to address the international employees' complaints about the warehouse manager?
  • A. Instruct the warehouse manager to attend a diversity, equity and inclusion.
  • B. Consult with senior management about whether it is acceptable to forbid international employees from speaking in their native language in the workplace.
  • C. Communicate to the international employees that senior management believes there is a lack of rapport between the local and international employees
  • D. Ask the warehouse manager if there is a business need to forbid international employees from speaking in their native language.
Answer: A
Explanation:
* Diversity, Equity, and Inclusion (DEI) Training:
* Education and Awareness: DEI training can help the warehouse manager understand the importance of allowing employees to speak their native language and how it contributes to a diverse and inclusive workplace.
* Policy Compliance: Ensures that the warehouse manager is aware of and complies with company policies and legal requirements related to language use and discrimination.

NEW QUESTION # 397
......
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