SHRM-SCP Test Sample Questions | SHRM-SCP New Test Materials

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q91-Q96):

NEW QUESTION # 91
Reviewing the performance management reports has revealed managers selecting candidates for promotions based on personal similarities instead of on actual performance outcomes. Which of the following tools would be most helpful for tackling performance assessment criteria?

A. Job analysis
B. Workplace observations
C. Job evaluation
D. Employee survey

Answer: C

Explanation:
A job evaluation is used for assessing each position's relative worth to organizational outcomes. Job evaluations are critical tools to define what roles and responsibilities are of highest value to the organization. This data can then be utilized to design performance management processes and outcomes that are based on quality of work rather than personal similarities. Job analysis tools (A) can be useful for more accurately defining what a job actually does and how it functions within a team or organization but do not necessarily get to the root of responsibility value within the context of performance management. Workplace observations (B) and employee surveys (D) can be useful tools to better understand performance review priorities but are typically used within the job evaluation process rather than on their own as standalone tools.

NEW QUESTION # 92
A company recently went through an organizational and employee development (OED) intervention. How can HR help the company promote and support adherence to the new processes?

A. Ensure new processes and goals are reflected in performance reviews.
B. Support leaders through ongoing training and development initiatives.
C. Establish a mentorship program.
D. Utilize HRIS to track data.

Answer: B

Explanation:
HR prof essionals can support adherence to new processes by incorporating goals that reflect those processes into performance reviews. Performance objectives should be transparent and easy for employees to understand. They should also reflect the new goals and responsibilities that resulted from the change initiative.

NEW QUESTION # 93
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. Expectancy
C. Equity
D. Attribution

Answer: B

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 # 94
A regional government office runs a media broadcasting station that is funded almost entirely by individual and corporate donations. An eight-person team is in charge of planning and coordinating the receipt of gifts including entertaining guests with the CEO and asking philanthropists for large contributions. The manager of the team is results-driven and has consistently led the team to achieve challenging goals for five years. The manager recently moved further away from the office to afford higher quality education. The manager sends an urgent email to the HR director indicating an immediate need to work remotely three days per week. The manager also wants to avoid commuting traffic and come into the office after 11 am. The office has a flexible schedule policy but it has not been reviewed in some time.
The manager is one of the office's top-performing employees with considerable influence over other employees' opinions about how the office is managed. What should the HR director do to prevent disruption to station operations while the flexible schedule policy is reviewed?

A. Ask the manager to be patient while HR reviews the flexible schedule policy.
B. Issue an office wide statement indicating that HR is reviewing the flexible schedule policy and may make revisions.
C. Conduct an onsite meeting with all employees at the broadcasting station to solicit input and discuss options and concerns.
D. Meet with the manager to explain the objective and timeline of the review process and ask for the manager's support in the interim.

Answer: D

Explanation:
To prevent disruption while the flexible schedule policy is being reviewed, the HR director should:
* Meeting with the Manager: Hold a meeting with the manager to discuss the urgent request and explain the objective and timeline for reviewing the flexible schedule policy.
* Support and Collaboration: Seek the manager's support during the review process, emphasizing the importance of their role in maintaining stability and morale within the team.
* Transparency: Provide a clear timeline for the policy review and update the manager on the progress, ensuring transparency and managing expectations.
* Interim Solutions: Explore interim solutions that can accommodate the manager's needs without disrupting operations, such as temporary adjustments to the work schedule or trial telework arrangements.
* Communication: Communicate with the broader team about the ongoing review process, highlighting the organization's commitment to considering their needs and improving work arrangements.
This approach balances the immediate needs of the manager with the longer-term objective of a fair and comprehensive policy review, consistent with SHRM's best practices for managing change and maintaining employee engagement.

NEW QUESTION # 95
Assume you've crunched the numbers and discovered that the career fairs are producing more candidates than other sources such as online job postings or employee referrals. How would you convey to the CFO that he was wrong?

A. Schedule a meeting with him, and bring a print-out showing the data. Suggest that you continue attending but perhaps reduce the number of other company representatives toreduce the cost.
B. Schedule a meeting with him and bring a print-out showing the data. Ask him what he,d like you to do, given this information.
C. Choose your battle. Don,t tell the CFO that he was incorrect, but simply stop registering for career fairs and instead focus on improving other recruitment methods.
D. Casually mention it at the next regularly scheduled team meeting when the topic of recruitment comes up.

Answer: A

Explanation:
Because you report to the CFO, you should tread lightly when telling him he's wrong but still have a direct and private conversation about it. Its obvious that he's concerned about cost, so it's best to provide a solution to mitigate those costs while still meeting your objective of attending the career fairs.

NEW QUESTION # 96
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SHRM-SCP Test Sample Questions | SHRM-SCP New Test Materials

SHRM-SCP New Test Materials, Exam SHRM-SCP Details

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q91-Q96):

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