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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q381-Q386):

NEW QUESTION # 381
Under Fair Labor Standards Act (FLSA) guidelines, what are employees entitled to?

A. No required lunch or rest periods
B. One 30-minute lunch break for every four hours worked
C. One 30-minute lunch and two 15-minute breaks for every eight hours worked
D. One hour lunch and two 10-minute breaks for every eight hours worked

Answer: D

Explanation:
Federal law does not require lunch or rest periods for employees; however, many states do have these provisions.

NEW QUESTION # 382
After growing for the last couple of years, the company is now considered to be in the maturity state of its life cycle. What should the HR business partner focus on during this stage?

A. She should contribute to creating a compelling company culture in alignment with itsmission and vision.
B. She should conduct job assessments to improve and correct job descriptions.
C. She should provide support to employees who experience stress due to ongoing change.
D. She should help maintain the company s agile and creative spirit.

Answer: A

Explanation:
The HR business partner displays the business acumen competency by being aware of where the company is in its life cycle. A company/s life cycle includes: introduction, growth, maturity, and decline. One of HR's responsibilities during the maturity stage is to keep the companys agile, competitive, and creative spirit alive, which can be challenging due to its larger size.

NEW QUESTION # 383
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.
Some managers claim that they assign training and development opportunities to their high-performing employees as they believe it is an incentive to stay at the company. How should the HR director determine whether this has been effective as an objective?

A. Analyze the association between employee turnover rates and participation in training and development.
B. Review employee turnover rates to determine whether there is actually a need to incentivize retention.
C Examine industry trends on the effectiveness of training and development on employee retention
C. Survey high-performing employees on whether they feel training and development opportunities encourage them to stay at the company.

Answer: A

Explanation:
* Objective Measurement:
* Data Analysis: Analyzing the association between turnover rates and participation in training provides objective data on whether the training initiatives are influencing retention.
* Correlation: Identifying a correlation between training participation and lower turnover rates would suggest that the strategy is effective in retaining high-performing employees.

NEW QUESTION # 384
During the HR director's initial meeting with the COO, which of the following questions would be most effective in helping the director determine possible root causes for the initial shortcomings of the focus teams?

A. Where would you like the focus groups to be in six months?
B. How many focus teams were created?
C. What type of timeline was provided to the division leaders for this project?
D. How of ten and for how long do the focus teams meet?

Answer: C

Explanation:
Leadership buy-in is one of the most critical elements of any successful DE&I project or initiative. Leadership buy-in must be more than a one-time occurrence, and it must be highly visible and consistent. It is important for the HR director to dig further into why and how the first project check-in by the COO occurred a full six months after its launch. By establishing timelines with clear deadlines for goals and objectives, the COO can remain present with the project to guide and support both the division leaders and the focus group members. The future goals of the focus groups (C) are important to consider when planning the next action steps, but without digging into the root causes of the project's initial challenges, progress and positive change will be limited.

NEW QUESTION # 385
A company is looking to launch an employee volunteer program as a creative recruiting tool. Which benefit should the HR director stress when creating a business case for this program?

A. Present benefits
B. Philanthropy
C. Future benefits
D. Goodwill

Answer: C

Explanation:
* Future Benefits:
* Long-Term Impact: Future benefits focus on the long-term positive impact of the volunteer program on recruitment and employee engagement.
* Employer Branding: Highlight how the program can enhance the company's reputation as a socially responsible employer, attracting top talent.

NEW QUESTION # 386
......

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SHRM SHRM-SCP Discount Code, SHRM-SCP Latest Exam Materials

SHRM-SCP Latest Exam Materials & SHRM-SCP Valid Exam Experience

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q381-Q386):

SHRM SHRM-SCP Exam | SHRM-SCP Discount Code - SHRM-SCP: Senior Certified Professional (SHRM-SCP)

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