SHRM-CP Practice Test 150 Questions with Verified Answers
What is Human Capital Planning? - CORRECT ANSWER Human Capital planning is a systematic
... [Show More] process for identifying the resource pool and its capabilities to meet organization goals and developing the strategies to meet the requirements to fulfill those goals. A Human Management Capital plan is forward thinking; the questions asked look at the present and into the future.
What is an environmental scan and how does it pertain to strategic planning? - CORRECT ANSWER An environmental scan has to do with the gathering of information that will help to project company growth and development. An environmental scan helps a company to review historical data to begin the process of preparing for expected or planned growth in the company.
Why do HR professionals need to understand the legal process? - CORRECT ANSWER Legislation influences the relationship between employers and employees, and the human resources professional is responsible for understanding this relationship. The legislation that will affect a business often will affect the business's relationship with its employees.
What is the first step that must be taken for an idea to be presented as a bill to congress? - CORRECT ANSWER When an idea for a bill originates from an individual or business outside of Congress, the idea must first be submitted to a member of congress (or MOC). This MOC may be either a senator or representative.
What is the Foreign Corrupt Practices Act of 1977? - CORRECT ANSWER Establishes the rules for preventing bribery and penalizing occurrences of it within corporations that exist in several countries.
What are the steps in the strategic planning process? - CORRECT ANSWER Environmental Scanning, Formulating strategy, Implementing strategy, Making adjustments to strategy
Democratic Leadership Style: - CORRECT ANSWER a type of leadership style in which members of the group take a more participative role in the decision-making process.
Coaching Leadership Style: - CORRECT ANSWER Coaching leaders are very effective in settings where performance or results need improvement. They help others to advance their skills; they build bench strength, and provide a lot of guidance. The coaching leadership style is most effective when followers are more responsible, experienced, and agreeable.
Transactional Leadership Style: - CORRECT ANSWER a style of leadership that focuses on supervision, organization, and performance; transactional leadership is a style of leadership in which leaders promote compliance by followers through both rewards and punishments.
Transformational Leadership Style: - CORRECT ANSWER a style of leadership where a leader works with subordinates to identify needed change, creating a vision to guide the change through inspiration, and executing the change in tandem with committed members of a group.
What standard budget responsibilities does HR have? - CORRECT ANSWER Payroll taxes, travel expenses, repairs and maintenance, & employee benefits.
The FLSA retains a certification of age for all employees for how long? - CORRECT ANSWER Until their employment is terminated.
When is a company required to pay their employee more than the federal minimum wage? - CORRECT ANSWER When state minimum wage is higher than the federal minimum wage, the company is required to pay the state minimum wage over the federal .
What is adverse impact? - CORRECT ANSWER The phrase adverse impact or unintentional discrimination refers to the selection rate of the a protected class being less than 80% of the selection rate of the highest group.
What's involved in the human resources professional's analysis of staffing needs? - CORRECT ANSWER Create a list of necessary KSAs that will encourage company growth, Develop a list of employees who might be ready for promotion, Consider various hiring options for any open positions, as well as positions that will be open in the near future, and Review the results of past hiring decisions to increase the potential success of future decisions.
Short-form Application - CORRECT ANSWER Consists of a pre-made form designed to obtain general information. Short-form applications are best used for positions that do not require a large number of specialized skills or for individuals within the organization, attempting to change positions.
Long-form Application - CORRECT ANSWER Is a pre-made form designed to obtain a more in-depth idea of an individual's skills or knowledge. A long form application is the most commonly used general employment application.
General Employment Application - CORRECT ANSWER Requests information related to employment history, education, and overall background.
Job-Specific Employment Application - CORRECT ANSWER Is used by organizations needing to fill a large number of similar positions or hire individuals for similar positions on a regular basis.
Weighted Employment Application - CORRECT ANSWER Are forms requesting answers to questions or information related to specific requirements necessary to perform the duties associated with the position. Each requirement is then assigned a weight based on its importance to the position.
What are the HR professional's primary role in assisting a department with conducting an effective interview? - CORRECT ANSWER To offer any requested advice on preparing for and setting up interviews.
Contrast Bias - CORRECT ANSWER Unconsciously contrasting other candidates with the first candidate interviewed.
Cultural Noise Bias - CORRECT ANSWER Occurs when the candidate responds with pointed answers that are aimed at making the interviewer happy rather than answering in a natural way.
Halo Bias - CORRECT ANSWER Occurs when the interviewer considers only one quality of the candidate over his other qualities, such as shyness that might detract from the candidate's true record of achievement.
Leniency Bias - CORRECT ANSWER Means the interviewer is lenient in regard to a candidate's potential weakness.
Negative Emphasis Bias - CORRECT ANSWER Means the interviewer places too much weight on the candidate's weakness.
Knowledge-of-Predictor Bias - CORRECT ANSWER Means the interviewer responds to the candidate based on knowledge about the candidate's scores on evaluative tests that were given.
Stereotyping Bias - CORRECT ANSWER Occurs when an interviewer bases a personal opinion about a candidate on a stereotype of the candidate rather than evaluating the candidate as objectively as possible.
Recency Bias - CORRECT ANSWER Means the interviewer compares a candidate to the most recent candidate that was interviewed.
Non-verbal Bias - CORRECT ANSWER Occurs when the interviewer is over-influenced by body language instead of the candidate's responses.
The Uniform Guidelines on Employee Selection Process (UGESP) requires that testing be focused on what? - CORRECT ANSWER Reliability & Validity
What is the purpose of establishing required qualities of reliability and validity? - CORRECT ANSWER To avoid discrimination against protected classes.
The WARN Act was designed to do what? - CORRECT ANSWER Offer rights for workers who have been laid off.
What is organization development? - CORRECT ANSWER The process by which a human resources professional analyzes the elements of an organization's makeup and considers opportunities for improvement.
What are the four categories of intervention, according to Cummings and Worley? - CORRECT ANSWER Techno-structural, Human Resource Management, Human Process, and Strategic.
In the workplace, the Meyers-Briggs Type Indicator is primarily used for what? - CORRECT ANSWER It is primarily used as a personality test to enable individuals to understand their personalities better and to assist staff members in appreciating how to interact with their co-workers more effectively.
What does the instructional design acronym known as ADDIE stand for? - CORRECT ANSWER Analysis, Design, Development, Implementation, and Evaluation.
What is facilitation? - CORRECT ANSWER Facilitation is an instructional method that enables employees to work together on problem-solving techniques while under the guidance of a facilitator, or third-party expert in helping different groups interact effectively.
What is a vestibule training method? - CORRECT ANSWER An instructional training method in which employees are trained in simulated situations.
What is the purpose of total rewards strategy? - CORRECT ANSWER The purpose is one of reviewing the budget and finding out how much of the budget is available for establishing rewards that will retain employees.
What major factors are in the process of establishing employee compensation within an organization? - CORRECT ANSWER IRS Rules, Conditions in the labor market, Current economic situations, and competition from other companies.
What is covered by FLSA? - CORRECT ANSWER Minimum wage, Exemption conditions for employees, Work conditions for children under 18, and overtime.
What does The McNamera-O'Hara Service Contact Act cover? - CORRECT ANSWER Federal Service Contracts
What is a benchmark position? - CORRECT ANSWER Benchmark positions are simply the types of positions that are common within all organizations, such as administrative assistants.
How long does someone need to be employed at a company before they are eligible for FMLA leave? - CORRECT ANSWER 12 months (does not have to be consecutive).
COBRA states that a company must provide a defined amount of health benefits for its it employees, if it employs at least how many employees? - CORRECT ANSWER 20
What is a deferred employee compensation program? - CORRECT ANSWER Deferred compensation is a portion of an employee's compensation that is set aside to be paid at a later date. In most cases, taxes on this income are deferred until it is paid out. (Ex: retirement plans, pension plans, & stock-option plans).
Why was The Health Insurance Portability and Accountability Act added to ERISA? - CORRECT ANSWER For the express purpose of forbidding any type of health benefit discrimination toward employees based on pre-existing health problems or conditions.
What type of voluntary benefit program utilizes a typical pension plan in which the employer adds an established benefit to the plan when the employee retires? - CORRECT ANSWER Defined Benefit Plan
What are some examples of a benefit accrual plan? - CORRECT ANSWER Paid time off, Vacation time, & sick time.
What is a defined contribution plan? - CORRECT ANSWER A type of retirement plan in which the employer, employee or both make contributions on a regular basis.
What is a non-qualified plan? - CORRECT ANSWER A type of tax-deferred, employer-sponsored retirement plan that falls outside of employee retirement income security act guidelines. Non-qualified plans are designed to meet specialized retirement needs for key executives and other select employees.
What is a qualified plan? - CORRECT ANSWER A qualified plan is provides IRS-approved tax advantages but without extra benefits for shareholders or executives. The most common types of qualified plans are profit sharing plans, defined benefit plans,and money purchase pension plans. In general, your contributions are not taxed until you withdraw money from the plan.
What does the Glass Ceiling Act say are the 3 barriers to women advancing in the workplace? - CORRECT ANSWER Internal, Societal, and Governmental
According to the NLRA, the right to engage in concerted activities for the purpose of collective bargaining or other mutual aid or protection , is provided to which types of employees? - CORRECT ANSWER All employees of an organization and are not limited to to specific employees within an organization.
What is featherbedding? - CORRECT ANSWER Featherbedding occurs when a union requires that an otherwise obsolete job remains intact at an organization in order to avoid terminating an employee.
What can an employer do when employees begin to unionize? - CORRECT ANSWER Employers may explain problems with unionization to employees. The employer is not allowed to prevent unionization.
Risk areas that the human resource professionals are responsible for considering include? - CORRECT ANSWER Workplace privacy, legal compliance, safety and health, and business continuity.
What is the purpose of a human resources audit? - CORRECT ANSWER A human resources audit can be fairly extensive in scope--to consider overall improvements that can be made within the company.
The Drug-Free Workplace Act of 1988 applies to what kind of organization? - CORRECT ANSWER The Drug-Free Workplace Act of 1988 applies specifically to federal contractors, making at least $100,000.
What act requires workplaces to maintain an environment that is "free from recognized hazards that are causing or are likely to cause death or serious physical harm? - CORRECT ANSWER OSHA
What is not stated as a category of OSHA violation? - CORRECT ANSWER Accidental
What is the minimum number of employees a company must have in order to be required to fill out OSHA forms? - CORRECT ANSWER 11
What is the purpose of the Needlestick Safety and Prevention Act? - CORRECT ANSWER To require that employers report workplace injuries as a result of sharp objects and consider replacement objects to prevent further injuries. The Needlestick Safety and Prevention Act does not require that organizations to remove specified sharp objects but instead recommend the replacement of dangerous sharp objects.
What is the HR professional's responsibility when complying with ADA? - CORRECT ANSWER Human resources professionals are expected to discuss possible employee accommodations with management and to recommend the implementation of certain requests, but there is no requirement to implement all requests.
What are the 3 types of plans that OSHA requires organizations to develop? - CORRECT ANSWER Injury and Illness prevention plan, An emergency response plan, and a fire prevention plan.
What kind of policy is required for all companies? - CORRECT ANSWER A policy about employee protection.
What does the due diligence process for HR look like during a merger? - CORRECT ANSWER Documentation regarding employee names, employment contracts, I-9 forms, benefit contracts, compensation information, company policy and procedures, compliance documentation for equal opportunity, information about company labor relations, all information about potential legal situations, and legal compliance documentation for COBRA, FMLA, WARN, and OSHA.
What is the human resource professional's strategic role in organizations within a company or corporation? - CORRECT ANSWER The HR professional is expected to encourage employees in their strengths, and when necessary, help employees in building their strengths.
What are the steps for Enterprise Risk Management? - CORRECT ANSWER ERM are focused primarily on identifying risk and pursuing means of managing and reducing risk. ERM does not include identifying the employees who are responsible for the risk.
What did the Herzberg Motivation Hygiene Theory conclude? - CORRECT ANSWER That giving employees the opportunity to excel in something will bring overall success to the entire company.
Define the McGregor X an Y Theory - CORRECT ANSWER McGregor X an Y Theory broke management up into two different styles, called X and Y. X-style manager is focused more on close supervision and control of employees, while the Y-style manager seeks to create a rewarding work environment for all employees.
What was B.F. Skinner's behavioral theory based off of? - CORRECT ANSWER He concluded that all human actions can be conditioned through behavior modification, or different types of behavioral reinforcement.
According the Genetic Information Nondiscrimination Act, are employers responsible for genetic information obtained on accident? - CORRECT ANSWER No. However, employers have no legal right to make decisions or change the employee's work situation based on the information accidentally obtained.
The Training Adjustment Assistance program was designed for what? - CORRECT ANSWER To specifically provide assistance to employees who have lost their jobs due to a rise in the number of imports. In other words, when import levels shift and companies in the US begin importing items that were previously manufactured here, the manufacturing might close as a result leaving employees without jobs.
Define Succession Planning - CORRECT ANSWER Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. In business, succession planning entails developing internal people with the potential to fill key business leadership positions in the company.
What is an employer brand? - CORRECT ANSWER An employer brand is simply a clear indication of a company's identity; it is essentially the unique characteristic(s) that define a company.
How do conditions in the labor market affect a company? - CORRECT ANSWER The conditions in the labor market can influence the available candidates for open positions in a company.
Why was The Foreign Corrupt Practices Act created? - CORRECT ANSWER The Foreign Corrupt Practices Act was created specifically to prevent American businesses from bribing foreign governments.
What is the federal policy regarding polygraph testing of federal employees? - CORRECT ANSWER Polygraph tests are allowed among federal defense contractors but my only be administered to those who will be working in the defense-related jobs.
What is the purpose of talent management? - CORRECT ANSWER 1) To create a reputation and working situation that draws in new talent and to hold on to the talent by constantly maintaining the most effective work situation that draws in new talent and 2) to hold onto the talent by constantly maintaining the most effective work situation for employees.
What are steps in an analysis of training? - CORRECT ANSWER Establish a clear objective for training, Collect data about potential problems and review it, Analyze where the organization is lacking in its objective and its outcome, Consider options with respect to the organization's available budget and time.
What is required in the role of the human resources professional when considering unique employee needs? - CORRECT ANSWER Recognizing that the most effective employees are those who are able to balance their work with situations outside of work.
What is the primary role of fiduciary responsibility for the HR professional? - CORRECT ANSWER Handling the total rewards program at the organization.
What do Workers Compensation Laws state in regards to employer responsibility? - CORRECT ANSWER Workers compensation laws state that employers are responsible for any work-related injuries or problems that employees sustain on the job.
What "golden" benefits do executive compensation plans include? - CORRECT ANSWER Golden Parachute, Golden Handshake, Golden Handcuffs, and Golden Life Jacket
Define golden parachute. - CORRECT ANSWER A large payment or other financial compensation guarantee to a company executive should the executive be dismissed as a result of a merger or takeover.
Define golden handshake. - CORRECT ANSWER A payment given to someone who is laid off or retires early.
Define golden handcuffs. - CORRECT ANSWER Used to refer to benefits, typically deferred payments, provided by an employer to discourage an employee from taking employment elsewhere.
Define golden life jacket. - CORRECT ANSWER An exceptional compensation package offered by the acquiring company to the top executives of the company being bought. The offer is meant to keep those executives interested in retaining their positions.
What is the role of HR regarding ERISA? - CORRECT ANSWER Handling and managing the pension funds that the organization provides for retirement accounts.
Once a company has filed ERISA records, how long are they required to maintain those records according to the Department of Labor? - CORRECT ANSWER A minimum of 6 years.
What does the Personal Responsibility and Work Opportunity Reconciliation Act establish guidelines for? - CORRECT ANSWER Retaining and reporting employee identification records.
What type of voluntary benefits plan relies on unknown benefits that result from investments that are gained on the retirement account? - CORRECT ANSWER Defined Contribution
What are some of the collective bargaining strategies? - CORRECT ANSWER Single-unit bargaining, Parallel bargaining, Multi-employer bargaining, and Multi-Unit bargaining
True or False: a sit-down strike is illegal - CORRECT ANSWER True
What is common situs picketing? - CORRECT ANSWER Is the result of two employers sharing a business location when one of the employers is engaged in a labor dispute with employees.
What is an unfair labor practice? - CORRECT ANSWER Any activity from an employer or a union that hinders employees from exercising their rights.
True or False: During a lawful economic strike, employers have the right to hire employees to replace the striking employees. - CORRECT ANSWER True
What hazards are considered to be standard environmental health hazards according to OSHA? - CORRECT ANSWER Ergonomic design, stress, plants, & vibrations.
Under what circumstance are employers legally allowed to check and review employees' emails? - CORRECT ANSWER Employers may legally do so as long as they provide a written policy informing employees of the potential for email searches. Without a written policy, employers could legally file concerns about invasion of employee privacy.
How does The National Institute of Occupational Safety and Health (NIOSH) define stress? - CORRECT ANSWER A harmful physical and emotional response that occurs when the requirements of the job do not match the capabilities, resources, or needs of the worker.
The phrase holy trinity refers to which of the following organizational controls? - CORRECT ANSWER Common law doctrines for worker's compensation. The unholy trinity refers to the common law doctrines of the fellow servant rule, the doctrine of contributory negligence, and the voluntary assumption of risk that traditionally reflected worker's compensation guidelines in the U.S.
What does OSHA 300 represent? - CORRECT ANSWER Log of Work-Related Injuries and Illnesses
What is a disadvantage to e-learning? - CORRECT ANSWER It has a higher dropout rate than other forms of training.
Which part of a SWOT analysis reflects the external environment? - CORRECT ANSWER Opportunities & Threats
What is secondary risk? - CORRECT ANSWER Risk created by a risk management tactic.
When supporting a huge business initiative that will add 90 new positions in 90 days, what is HR's first best course of action in supporting the initiative? - CORRECT ANSWER Review all job descriptions, current salaries & benefits, and existing policies to support the initiative.
In the planning and implementation process of a huge business initiative that will affect many employees, what is the most important ethical concern for HR? - CORRECT ANSWER Having a clear understanding of the business case for the initiative and building a robust communication campaign.
BC#1: Leadership and Navigation - CORRECT ANSWER the ability to direct and contribute to initiatives and processes within the organization
BC#2: Ethical Practice - CORRECT ANSWER the ability to integrate core values, integrity and accountability throughout all organizational and business practices
BC#3: Business Acumen - CORRECT ANSWER the ability to understand and apply information with which to contribute to the organization's strategic plan
BC#4: Relationship Management - CORRECT ANSWER the ability to manage interactions to provide service and to support the organization
Critical Evaluation - CORRECT ANSWER the ability to interpret information with which to make business decisions and recommendations
BC#6: Consultation - CORRECT ANSWER the ability to provide guidance to organizational stakeholders
BC#7: Global and Cultural Effectiveness - CORRECT ANSWER the ability to value and to consider the perspectives and backgrounds of all parties in global business
BC#8: Communication - CORRECT ANSWER the ability to effectively exchange information with stakeholders
BC#9: HR Expertise - CORRECT ANSWER HR Knowledge (functional areas)
FA#1: Talent Acquisition and Retention - CORRECT ANSWER encompasses all activities involved in building and maintaining a workforce. HR demonstrated value by developing, implementing, and measuring individual and organizational activities programs for sourcing, recruiting, hiring, on-boarding, orientation and retention
FA#2: Employee Engagement - CORRECT ANSWER solidifies the connection among employee, manager, and the organization's mission, vision, values, and goals. HR demonstrates value by understanding organizational perspectives, developing effective strategies to address appropriate expectations for performance and behavior from employees at all levels
FA#3: Learning and Development - CORRECT ANSWER aligns organizational business needs with employees' competencies , knowledge, and skills, effectively closing the gap between them. HR demonstrates value by identifying and creating learning opportunities that increase employee capability and organizational knowledge
Total Rewards - CORRECT ANSWER encompasses direct and indirect remuneration approaches that employers use to attract, recognize and retain workers. HR demonstrates value by designing and administering systems and programs (e.g. base pay, benefits, incentive pay, leave, perquisites, retirement) that support recruitment and retention efforts.
FA#5: Structure of the HR Function - CORRECT ANSWER encompasses the people related processes, theories and activities used to deliver HR services that create and drive organizational effectiveness. HR demonstrates value by selecting the appropriate delivery model (e.g. Center of excellence/COE, generalist, shared services) with an understanding of stakeholder needs and the impact of decisions on the overall workforce.
FA#6: Organizational - CORRECT ANSWER deals with the overall structure and functionality of the organization - that is, measuring the effectiveness and growth of people and processes from long-and-short term perspectives, and leading necessary organizational change initiatives. HR demonstrates value by aligning the organization's vision, mission, and goals with day to day operational activities, including organizational design, development, performance measures, and standards
FA#7: Workforce Management - CORRECT ANSWER enables the organization to meet its talent needs and close critical skill gaps using data-driven processes (e.g., workforce planning, succession planning) that inform HR initiatives. HR demonstrates value by facilitating financial and operational growth, continuity, or stability
Employee Relations - CORRECT ANSWER refers to any dealings between the organization and its employees regarding the terms and conditions of employment. HR demonstrates value by ensuring that the appropriate framework, mindset, and practices are in place to embrace or react or respond to the employment relationship, including relationships with employee representatives
FA#9: Technology and Data - CORRECT ANSWER deals with the use of tools, technologies, and systems that support the gathering, analysis, and reporting of workforce information, as well as effective and efficient collaboration and communication throughout the organization. HR demonstrates value by developing knowledge about technology uses, trends, and innovations applicable to HR's strategic goals
FA#10: HR in the Global Context - CORRECT ANSWER focuses on organizational growth and workforce-related issues and impacts, viewed from domestic, multinational, transnational, and global perspectives. HR demonstrates value by understanding how global PEST factors influence business decisions and by applying this knowledge to day-to-day HR activities, policy creation, and business solution recommendations
Diversity and Inclusion - CORRECT ANSWER encompasses the qualities , life experiences, personalities, education, skills, competencies, and collaboration of the many different types of people who are necessary to propel an organization to success. HR demonstrates value by creating opportunities that leverage the human experience to address organizational needs or solve issues on a global basis
FA#12: Risk Management - CORRECT ANSWER identification, assessment, and prioritization of risks (defined is ISO 31000 as the effect of uncertainty on objectives), followed by the coordinated and economical application of resources to minimize, monitor, and control the probability and/or impact of unfortunate events or to maximize the realizations of opportunities
FA#13: Corporate Social Responsibility - CORRECT ANSWER represents the organization's commitment to operate its business in an ethical and sustainable manner. HR demonstrates value by understanding the societal impacts to business decisions and using this insight to improve the quality of life for the community--People, organization, and planet--through philanthropy, ethics, and governance, and environmentally sound practices, respectively
FA#14: U.S. Employment Law and Regulations - CORRECT ANSWER deals with the knowledge and application of all relevant laws and regulations in the United States relating to employment. These provisions set the parameters and limitations overall. HR demonstrates value by ensuring the organization's compliance with laws and regulations on both domestically and globally (including extra-territorially)
FA#15: Business and HR Strategy - CORRECT ANSWER involves organizational planning to achieve success and create value for stakeholders. HR demonstrates value by contributing its perspective and expertise to development of the enterprise strategy, and by developing, implementing, and evaluating an HR strategy aligned with the organization's goals, values, and tactics, as defined in the enterprise strategy.
A small start-up software company realizes that the technology skillsets of newly hired programmers are more advanced than the existing programmers' skillsets. Recognizing the constant business need for these evolving, state-of-the-art skillsets, which is the best workforce development strategy to implement?
A. Partner with a local community college to offer programmers the opportunity to update their skillsets.
B. Offer new hires shorter-term contracts to allow for a continual hiring of programmers with the most up-to-date skills.
C. Design a rigorous in-house training program to get longer-tenured programmers up to speed with the newer programmers.
D. Perform a job redesign for the existing employees that will not require new, updated skills. - CORRECT ANSWER B. Offer new hires short-term contracts to allow for a continual hiring of programers with the most up-to-date skills.
Rationale: If the skillsets of employees who have been with the company for several years become inferior to those of new hires, planning for churn by offering smaller contracts is a better strategy. Repeatedly training an entire staff with new skills that they may or may not grasp will not be cost-effective to the organization, and there may not be enough work at the company to support a job redesign.
Which hands-on training method best allows an onboarding manufacturing employee to practice his job in a risk-free setting?*
A. Apprenticeship
B. Simulation
C. Team Training
D. Role Play - CORRECT ANSWER B. Simulation
Rationale: Simulations can be used to teach production and process skills in a risk-free environment. A role play is best used to assess and train interpersonal skills. Apprenticeship is a type of on-the-job training where the trainee will still be exposed to risk. Team training is used to improve the effectiveness of group interactions.
An HR manager has been asked to design a training program for the company. Which HR metric should be considered first in designing the program?*
A. Average tenure of employees
B. Percentage of employees with a career plan
C. Total costs for training
D. Performance quality of one-year employees - CORRECT ANSWER C. Total costs for training
Rationale: Total cost for training is the only metric that is specific to all training programs, so it must be considered in the initial stages of all program development. Response options A, B, and C are factors that may or may not be considered for some training programs.
A valued employee arrives 15 minutes late for work without explanation. Using the company's positive approach to discipline, which action should be taken to course-correct the employee's tardiness?*
A. Final warning
B. Written reprimand
C. Verbal caution
D. Counseling - CORRECT ANSWER D. Counseling
Rationale: Positive approach to discipline builds on the theory that violations are actions that usually can be corrected constructively without penalty. Counseling is the first step that does not implement a penalty. The other options are all examples of penalties.
An HR director believes it is important that managers take more responsibility for performance appraisals. Which responsibility should the HR director assign specifically to the managers?*
A. Track timely receipt of appraisals
B. Identify development areas
C. Design appraisal system
D. Train staff to use performance system - CORRECT ANSWER B. Identify development areas
Rationale: "Identify development areas" is best determined by managers because they know more of the job specifics. The other options are responsibilities that HR would typically handle.
Which is a significant benefit of recruiting from internal sources?
A. Minimizes inflated expectations about the job
B. Innovation increases with each infusion of new talent
C. Provides a continuous pool of applicants
D. Employees will all be of the existing mindset - CORRECT ANSWER A. Minimizes inflated expectations about the job
Rationale: Internal applicants who apply for positions will have a better understanding of what the job entails because they are more knowledgeable about the company and how it operates. Innovation is not guaranteed from new talent. Employees with the same mindset can be hesitant to suggest change. Internal recruiting may not always provide a continuous pool of applicants if current employees are not interested in applying.
The CEO asked the HR director to support this new staffing need of moving the operation to headquarters by supplying 70 new jobs. Which is the best action for HR to take first to begin supporting this initiative?*
A. Identify a recruiting firm to attract talent to fill the new positions.
B. Survey employees to gauge interest in relocating to company headquarters.
C. Review job descriptions and total rewards structure to align them with staffing goals.
D. Identify employees unwilling to relocated so they can convey historical knowledge to new hires. - CORRECT ANSWER C. Review job descriptions and total rewards to align them with staffing goals.
Situational judgment test (SJTs) require you, as an examinee, to think about what is occurring in the scenario and decide which response option identifies the most effective course of action. Other response options may be something you could do to respond in the situation, but SJTs require thinking and acting based on the best of the available options. Do not base your answer on your organization's approach to handling the situation, but rather, answer based on what you know should be done according to best practice. Panels of SHRM-certified subject matter experts rate the effectiveness of each response option, and the "best" answer is derived by statistical analysis of those expert opinions.
A month after the move, many of the relocated staff threaten to quit. HR conducts a survey and discovers three main causes of dissatisfaction: higher cost of living, unaffordable housing, and low-rated schools. Which is the best course of action for HR to endorse to leadership to prevent departures?*
A. Create a program for leadership to provide resources to assist staff.
B. Reveal the long-term growth strategy to promote staff buy-in.
C. Recommend leadership to focus on the biggest obstacle to retention.
D. Advise leadership to offer incentives to retain high-performing staff. - CORRECT ANSWER A. Create a program for leadership to provide resources to assist staff.
Situational judgment test (SJTs) require you, as an examinee, to think about what is occurring in the scenario and decide which response option identifies the most effective course of action. Other response options may be something you could do to respond in the situation, but SJTs require thinking and acting based on the best of the available options. Do not base your answer on your organization's approach to handling the situation, but rather, answer based on what you know should be done according to best practice. Panels of SHRM-certified subject matter experts rate the effectiveness of each response option, and the "best" answer is derived by statistical analysis of those expert opinions.
After being acquired twice and many layoffs resulting in low morale, Many employees suffer anxiety because of the increased workload and the fact their long-time friends are gone while they remain. Which is the most important first step for the HR director to take to mitigate the effects of survivor syndrome being experienced by remaining employees?*
A. Offer one-to-one career coaching so employees can manage increased workload.
B. Communicate with employees to acknowledge that management is aware employees are struggling and intends to help.
C. Invite a representative of the employee assistance program (EAP) to a town hall meeting to review EAP benefits for all employees.
D. Encourage department heads to actively increase individual recognition of employee contributions to the business. - CORRECT ANSWER B. Communicate with employees to acknowledge that management is aware employees are struggling and intends to help.
Situational judgment test (SJTs) require you, as an examinee, to think about what is occurring in the scenario and decide which response option identifies the most effective course of action. Other response options may be something you could do to respond in the situation, but SJTs require thinking and acting based on the best of the available options. Do not base your answer on your organization's approach to handling the situation, but rather, answer based on what you know should be done according to best practice. Panels of SHRM-certified subject matter experts rate the effectiveness of each response option, and the "best" answer is derived by statistical analysis of those expert opinions.
The VP of research and development asks for HR's help resolving pay discrepancies, discovered during due diligence, among the senior engineers. The staff has been discussing this frequently and it is now affecting the team. Which is the best way for HR to reassure the employees?*
A. Promise employees that everyone will be compensated fairly and equitably within 90 days.
B. Analyze the competitive market, related compensation philosophies and strategy to implement a new pay program.
C. Tell the company to adopt the higher of the two salary structures then adjust everyone's salary based on experience, education, and work assignments.
D. Make a commitment that a comprehensive review of pertinent issues will be swiftly concluded. - CORRECT ANSWER D. Make a commitment that a comprehensive review of pertinent issues will be swiftly concluded.
Situational judgment test (SJTs) require you, as an examinee, to think about what is occurring in the scenario and decide which response option identifies the most effective course of action. Other response options may be something you could do to respond in the situation, but SJTs require thinking and acting based on the best of the available options. Do not base your answer on your organization's approach to handling the situation, but rather, answer based on what you know should be done according to best practice. Panels of SHRM-certified subject matter experts rate the effectiveness of each response option, and the "best" answer is derived by statistical analysis of those expert opinions.
Which test most effectively identifies potential high-performing leaders in a collaborative work environment?*
A. Personality
B. Psychomotor
C. Work sample
D. Emotional intelligence - CORRECT ANSWER D. Emotional intelligence
Rationale: Leaders with a high level of emotional intelligence perform better and achieve superior outcomes than leaders with less of this competence. Psychomotor, work sample, and personality test do not measure emotions. Psychomotor tests measure dexterity, coordination, and steadiness. Personality tests are designed to measure whether an applicant's attributes match certain job criteria. Work sample test require an applicant to perform a simulated task associated with the job.
Recently, HR has received complaints about the fairness of the CEO's compensation. Which should the HR manager do first to ensure that the executive compensation practices of the company are fair?*
A. Identify the rewards being offered to incentivize long-term goals.
B. Determine which objectives are being used to evaluate executives.
C. Analyze the company culture and compensation structure history.
D. Confirm the plan is balanced with long-term and short-term incentives. - CORRECT ANSWER C. Analyze the company culture and compensation structure history
Rationale: Analyzing the company culture and compensation structure history sets the groundwork for determining if the CEO's compensation plan is fair and consistent with the existing values of the company. After the compensation structure is examined and understood, the HR manager can determine what, if any, objectives, rewards, and incentives are used.
A CEO thinks the best way to make his organization a leading competitor is to merge with a healthcare organization that recently acquired the rights to new technology. Which best describes the degree and timing of the change the CEO is implementing?*
A. Incremental-reactive
B. Radical-anticipatory
C. Radical-reactive
D. Incremental-anticipatory - CORRECT ANSWER C. Radical-reactive
Rationale: The degree of change would be radical because the merger is a major change to how the organization currently does business. The time of change would be reactive because they are forced to change by some event in the external environment.
Which incentive plan is most likely to cause frustration to higher-performing employees?*
A. Gain sharing
B. Piecework
C. Profit sharing
D. Behavioral encouragement - CORRECT ANSWER A. Gain Sharing
Rationale: With group incentive plans, such as gain sharing, some employees may make fewer contributions to the group goals because they have lower ability, skills, experience, or desire. This may make the high-performing employees frustrated because they feel these employees are not contributing equally to the attainment of group goals. Piecework, profit sharing, and behavioral encouragement are individual incentive plans.
Which is the best way to address the lack of diversity within organizational units?*
A. Implement incentives to employees for candidate referrals.
B. Confirm that recruiters incorporate diversity policy into the recruitment process.
C. Consult legal to mitigate discrimination claims in hiring.
D. Develop a diversity initiative with targeted hiring objectives. - CORRECT ANSWER D. Develop a diversity initiative with targeted hiring objectives
Rationale: The best way to address lack of diversity is to create a diversity initiative because it places importance on diversity by aligning it with the business priorities. The initiative will also outline what changes are needed in the workforce and what strategies will be put in place to achieve these changes. Simply confirming that recruiters are incorporating the diversity policy is not specific enough to address the issue. Legal will advise to mitigate discrimination claims, hire more diverse applicants. Candidate referrals are more likely to be similar to existing employees, thus perpetuating the diversity issue.
Which measure shows how much more valuable an organization has become because of its investment in human capital?*
A. Human economic value added
B. Human capital return on investment
C. Human capital added
D. Return on investment - CORRECT ANSWER A. Human economic value added
Rationale: Human economic value added shows the wealth created per employee. It shows how much more valuable the organization has become because of its investment in human capital. Return on investment shows the value of investments in human capital. Human capital return on investment shows the amount of profit derived from investments in labor. Human capital value added shows the operating profit per full-time employee.
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