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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q34-Q39):

NEW QUESTION # 34
What would be the most effective strategy to engage the younger workers?

A. Provide a defined career path with training opportunities to achieve the next step.
B. Promote a team-based culture that is heavy on collaboration.
C. Schedule a once-per-week happy hour with the entire team.
D. Provide a performance-based bonus.

Answer: A

Explanation:
The millennial generation wants to know how to get to that next step in their career and feel engaged when they are provided with development opportunities.

NEW QUESTION # 35
The vice president of human resources meets with the talent manager to discuss the retention challenges. What's the best course of action?

A. Position the company as an employer of choice by of fering perquisites such as companycars, a wellness program, and memberships.
B. Give all employees a cost-of -living pay increase and add nonmonetary incentives to payplans.
C. Ensure that a realistic job and pay preview is provided to candidates during the hiring andon boarding process.
D. Research competitor pay rates, obtain other market compensation data, and establish new,more competitive pay plans.

Answer: D

Explanation:
The VP of HR and the talent manager demonstrate the critical evaluation competency by seeking out market pay rate data that allows them to evaluate how their company's pay system compares to other companies. This data has to be collected before determining if employees should be given pay increases, incentives, or perquisites. The lack of a realistic job preview does not seem to be the cause for the retention problem.

NEW QUESTION # 36
The HR department is in the process of filling an open front of the lead position. Two candidates made it to the final interview stage and are scheduled to meet with a panel of managers next week. The front of the manager approaches the talent acquisition manager and hands him a resume. He says that he found a highly qualified candidate that he thinks would be a much better fit for the open position than the other two candidates. The talent acquisition manager reviews the resume and agrees that the candidate appears to be highly qualified. When he asks the front of the manager where he received the resume, he says that the candidate is his cousin. How should the talent acquisition manager handle this situation?

A. The manager should schedule a phone screen with the candidate to determine if he truly isas qualified as his resume seems to indicate.
B. The manager should inform the front of the manager that all candidates need to complete anonline application in order to be considered for a position.
C. The manager should interview the candidate.
D. The manager should inform the front of the manager that he is unable to consider thecandidate.

Answer: D

Explanation:
The talent acquisition manager displays the ethical practice competency by explaining to the front once manager that he is unable to consider the candidate. It would be unethical towards the candidates that made it to the final interview to add in another candidate who did not have to go through the same initial selection process. It would also be unethical to give preferential treatment to a family member of the front of the manager.

NEW QUESTION # 37
Six months later, the employee is still a challenge. He/she will improve just enough to avoid discipline and seems to be on his/her best behavior around the supervisor, but one team member is reporting "mean" behavior-passive aggressive comments, scof fs and eye rolls, and whispering with other employees. The complainant is shy but well respected and normally has a great attitude. The supervisor doesn't feel a direct conversation between the two will help the situation. What should the next course of action be for the supervisor?

A. Keep a watchful eye on the situation. Check in frequently with the employee who feels targeted and ask the employee to keep a log of each incident.
B. Move forward with a disciplinary action for the of fending employee as this is bullying behavior.
C. Separate the two employees physically. Move their desks, and make it so that none of their work assignments are dependent upon each other.
D. Pull the of fending employee aside privately and explain what has been reported. Inform him/her that bullying is not tolerated in the workplace.

Answer: D

Explanation:
This employee's bad behavior is just under the radar and is not quite egregious enough to rise to the level of discipline. A direct conversation from the supervisor may only make matters worse for the other employee. In this case it would be best to separate the two employees in hopes that the situation can be diffused over time.

NEW QUESTION # 38
The information technology (IT) department is not affected by any of the layof fs. One employee was recently terminated for poor performance. Despite management assuring the IT staff that the department is not participating in the layof fs, rumors circulate that the terminated employee was laid of f and that there might be more terminations coming. One employee questions the IT manager about the reason for their coworker's termination. How should the manager respond?

A. Explain that the coworker,s termination was due to performance issues.
B. Inform the employee that he is unable to discuss his coworker,s termination.
C. Request that the employee stop spreading rumors within the department
D. Direct the employee to the HR department for an answer.

Answer: B

Explanation:
The information technology' manager displays the ethical practice competency by maintaining confidentiality. Neither he nor the HR department should share any details regarding an employee's termination. Asking the employee to stop spreading rumors would not address his question.

NEW QUESTION # 39
......

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100% Pass Quiz SHRM - Updated SHRM-SCP - Exam Senior Certified Professional (SHRM-SCP) Reference

Exam SHRM-SCP Duration | SHRM-SCP Reliable Test Pdf

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q34-Q39):

SHRM SHRM-SCP Exam Questions - Choice Of Certified Professionals [2025]

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