SHRM Senior Certified Professional (SHRM-SCP) - SHRM-SCP

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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. A global manufacturing organization is dealing with a high level of attrition among machine operators as well as difficulty recruiting machine operators at a recently acquired factory. The HR director is attempting to address the issue. During exit interviews, multiple employees mention they are leaving to take higher-paying jobs at other companies in the area. The HR director of the factory in that country believes that the company needs to raise the salaries of the machine operators to address this. The HR director contacts the chief human resource officer (CHRO) to discuss the need for a salary adjustment. The CHRO is located in another country and has never been to the country where the factory is located. The CHRO reviews the most recent salary study for the region and indicates that the salaries the company is paying are competitive with other companies in the region. The CHRO also says that due to recent increases in operating expenses and declines in revenue, it would be financially irresponsible to provide raises.
The HR director feels that the executive team located in another country, does not understand the nuances of the local culture and the way the factory operates. What should the HR director do?

A) Conduct cultural sensitivity training for everyone on the executive team.
B) Prepare a report describing the aspects of the factory that the executive team needs to understand.
C) Record a webinar describing the aspects of the factor/ that the executive team needs to understand.
C Email the executives inviting them to contact the HR director with any questions about the factory

2. An HR director is hired to address the executive team's concerns about negative workplace culture and its impact on financial performance. During an initial investigation the HR director discovers that the two division directors often fail to communicate with each other and their employees. Each division maintains separate workplace policies, and the workspaces for the divisions are spread out across multiple floors. For employee management, the director of the client services division is assisted by a small HR team. The director of operations does not work with the HR team and instead uses company funds to seek employee management advice from an executive coach, who has no official coaching training. The HR director suspects facilitating change at the company will be challenging because engagement data indicates many employees distrust the company's leadership and HR.
Which action should the HR director take to improve the flow of information throughout the company?

A) Ask the division directors to align the workplace policies across their divisions.
B) Share information across multiple technology platforms to increase the likelihood that employees read the updates
C) Increase the company's social media presence by promoting employee participation.
D) Develop a quarterly newsletter to share information about major company updates.

3. Which type of employee must be excluded from bargaining units as per the National Labor Relations Act (NLRA)?

A) Supervisors
B) Seasonal employees
C) Part-time employees
D) Employees who work in the private sector

4. What would be the most impactful action human resources could take to identify the cause of this increase in turnover?

A) Speak with the managers of each exiting employee. Ask if they have any insight on why the individuals are choosing to leave the organization.
B) Send out an employee satisfaction survey to all employees. Identify areas of discontent among current employees.
C) Analyze the recruitment strategy and interview notes when the employee was hired.Because they,re of ten new employees who leave quickly, ifs likely that the wrong hiring decision was made.
D) Conduct exit interviews with each employee who leaves the organization. Identify trends in the reasons mentioned.

5. After a compensation study, the HR director learns that newly hired nurses have been paid higher wages than incumbent nurses for the past three years. Which is a cause for internal pay compression?

A) The market is flooded with highly qualified candidates for nursing positions.
B) The company allows managers to make salary decisions independent of HR.
C) The company has not offered a cost-of-living increase recently.
D) The company has not adjusted pay ranges in light of changes in the market.

Solutions: