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Quiz Session - Attempts With Random Questions

SHRM-CP Exam Questions

Page 2 of 50

21.

According to the ADA Amendments Act of 2008, a disability is defined as "an impairment that substantially limits one or more major life activities, having a record of such an impairment, or:

  • Being regarded as having such an impairment

  • Being visually noticeable as having such an impairment

  • Being regarded as having a mental impairment

  • Having previously had an impairment

Correct answer: Being regarded as having such an impairment 

The ADA Amendments Act of 2008 regards a disability  as "an impairment that substantially limits one or more major life activities, having a record of such an impairment, or being regarded as having such an impairment."

22.

What is the main objective of conducting an HR audit?

  • To systematically assess HR functions for compliance, effectiveness, and opportunities for enhancement

  • To prepare the organization for external financial scrutiny

  • To solely appraise individual employee performance

  • To initiate a reorganization of the HR department

Correct Answer: To systematically assess HR functions for compliance, effectiveness, and opportunities for enhancement

An HR audit aims to scrutinize various aspects of human resources like policies, procedures, and compliance. It serves to highlight potential risks, recommend best practices, and point out areas where improvements could be made. 

Though an HR audit could indirectly help in financial audits, its primary purpose isn't financial preparedness. It focuses on the HR functions within the organization. An HR audit goes beyond just looking at individual performance. It aims to evaluate the human resources function as a whole, looking at various aspects like policies, compliance, and procedures. While restructuring might be an outcome, it's not the primary reason for conducting an HR audit. The main goal is a comprehensive evaluation of HR practices to spot areas for betterment.

23.

An employee complains about the language used by his supervisor toward women. He states that his supervisor constantly cat-calls, whistles, and makes suggestive comments to and about other women at work. He also provides specific instances where the supervisor inappropriately touched some employees and provides names of witnesses. The HR manager hears the employee's concerns and writes down notes. 

As the designated investigator of this case, the next effective step the HR manager should take is:

  • Have the employee write down his complaint

  • Conduct interviews with witnesses

  • Confront the supervisor about his actions

  • Provide feedback to the employee on how to address his supervisor

Correct answer: Have the employee write down his complaint

As a designated investigator, the HR manager should have the employee write out a complaint to continue with a prima facie (or good on its face) case. A written document is effective to have, as the investigator can refer back to it without losing key facts of the complaint.

24.

An HR manager at a manufacturing company is developing a new policy that changes how overtime is calculated and compensated. Aware of the significant impact this policy will have on employees, the manager plans to hold a series of town hall meetings to discuss the changes before implementation. The manager intends to provide full disclosure about the reasons for the policy change, how it will affect employees' pay, and what the expected benefits are for both the employees and the company. 

In the context of this scenario, how is the HR manager exemplifying transparency as an ethical business practice?

  • By holding town hall meetings to fully disclose the impacts and reasons for the policy change

  • By providing employees with the minimum required information about policy changes as dictated by employment law

  • By discussing the policy changes only with union representatives and not with the broader employee base

  • By releasing a detailed policy document to employees after the changes have been made without prior discussion

Correct answer: By holding town hall meetings to fully disclose the impacts and reasons for the policy change

The HR manager is practicing transparency by communicating openly with employees about the policy changes, including the rationale behind them and the effects they will have on pay. This approach is intended to maintain ethical standards of clarity and honesty, which are fundamental to the trust between the company and its employees. 

The HR manager's approach goes beyond providing the minimum information required by law, as they are proactively sharing detailed explanations and potential impacts, which demonstrates a commitment to transparent and ethical communication. Discussing changes exclusively with union representatives does not equate to full transparency with all stakeholders. The manager's decision to hold town hall meetings for all employees reflects a more transparent approach. Issuing a policy document post-implementation without prior discussion is not a transparent practice. In contrast, the HR manager's plan to discuss the policy openly before implementation is a clear demonstration of transparency.

25.

What are the requirements of an H1-B employment visa for foreign nationals?

  • Must be for a job so complex that it can be done only by a person with a certain degree

  • Must be for a job that doesn't require a bachelor's degree or above

  • Must be for temporary agricultural workers

  • Must be for managers and executives with specialized knowledge

Correct answer: Must be for a job so complex that it can be done only by a person with a certain degree

An H1-B visa requires a bachelor's or higher degree or its equivalent and for a job so complex that it can be done only by a person with a certain degree. Fashion models also fall into this type of visa.

26.

Charley would like to develop one of his junior staffing specialists, Danny, into a more senior-level role. Up to that point, Danny had been assigned to fill hourly production roles for a warehouse facility. Charley decides to have Danny source and find an exempt-level supervisor for the same facility. This is Danny's first time in his career hiring a supervisor. Danny is reluctant at first, but Charley assures him that he will support Danny through the process. 

This type of assignment for leadership development is called what?

  • More-challenging assignments

  • Risk assignment

  • Hardship testing

  • Real-life problem solving in a controlled environment

Correct answer: More-challenging assignments

Providing stretch or more-challenging assignments is an effective way to assess and expand skill levels. Since Danny has never performed such a task, he will likely develop greater skill for hiring exempt-level positions.

27.

Which of the following does not illustrate the link between employee growth and positive business results?

  • Ignoring employee achievements

  • Skill development programs

  • Performance-based bonuses

  • Cross-training opportunities

Correct Answer: Ignoring employee achievements

Ignoring employee achievements breaks the link between employee growth and positive business results. Recognition is vital for boosting engagement and, consequently, driving better business outcomes. 

Skill development programs contribute to employee growth by enhancing capabilities, which can lead to improved performance and thereby positively impact business results. Performance-based bonuses serve as a form of recognition for employee accomplishments, encouraging higher levels of engagement and subsequently leading to better business outcomes. Cross-training allows employees to develop a broader skill set, which can improve adaptability and contribute to various facets of the business, promoting overall growth.

28.

You oversee 12 HR employees within your department, which includes payroll, recruiting, and benefit functions. Your company runs a peak season for customer orders between July and August. You begin to hear from employees and supervisors about mistakes made within the HR department. Five employees this week have come to HR because their paychecks weren't correct, and you found a data-entry error within your department. Two supervisors tell you they were scheduled to conduct eight interviews this week but were never notified by the recruiter until 10 minutes before the interview. During your HR staff meetings, you perceive that many are unaware of what they should be doing. 

What do you do?

  • Schedule weekly meetings with your team to review department updates and set short-term goals.

  • Schedule monthly meetings with your team to review department updates and set short-term goals.

  • Schedule quarterly meetings with your team to review department updates and set long-term goals.

  • Schedule weekly one-on-one meetings with your team and review the errors from the previous week. 

Correct Answer: Schedule weekly meetings with your team to review department updates and set short-term goals.

Addressing this situation with your team should not be delayed or prolonged. You should meet with your team, listen to their concerns, address any issues, and set short-term goals or objectives to ensure the department is providing good customer service. 

Focusing on long-term approaches or only on errors will be less effective in contributing to the immediate needs of the department. 

29.

Which law specifically prohibits an employee's supervisor from making contact with an employee's medical provider?

  • The Family and Medical Leave Act (FMLA)

  • The Mental Health Parity Act

  • The Health Insurance Portability and Protection Act (HIPPA)

  • The Consolidated Omnibus Budget Reconciliation Act (COBRA)

Correct answer: The Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act specifies who may contact an employee's medical advisor for information, written or otherwise, and specifically prohibits the employee's supervisor from making contact with an employee's medical provider.

The Health Insurance Portability and Protection Act (HIPPA) prohibits the sharing of a patient's medical information without that person's consent, but does not specifically regulate employers' activities regarding employee information. 

The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides employees the option to continue to access group health insurance after qualifying events including job loss or reduction in hours causing the employee to become ineligible for benefits. 

The Mental Health Parity Act requires group healthcare plans to offer the same dollar limits for mental health benefits as medical and surgical benefits.

30.

As an HR professional working in a global organization, why is it essential to have a strong understanding of the cultural expectations in the regions where your company conducts business?

  • Understanding cultural expectations helps in effective communication, respect for local customs, and building trust

  • It allows HR professionals to impose the company's culture uniformly across all regions

  • It allows HR professionals to achieve language proficiency 

  • It eliminates the need for diversity and inclusion initiatives

Correct answer: Understanding cultural expectations helps in effective communication, respect for local customs, and building trust

Having a strong grasp of cultural expectations is vital for HR professionals in global organizations. It enables effective cross-cultural communication, demonstrates respect for local customs and traditions, and builds trust with employees and stakeholders in different regions. This understanding fosters positive relationships and enhances the organization's ability to operate successfully in diverse cultural contexts. 

Imposing a single company culture across diverse regions can lead to resistance and may not align with local values and customs. While language proficiency can be beneficial, understanding cultural expectations goes beyond language and involves a broader appreciation of customs, norms, and practices. Understanding cultural expectations complements diversity and inclusion initiatives by helping HR professionals create an inclusive environment that respects and celebrates differences.

31.

What are the key components of an effective integration plan following a merger or acquisition?

  • Culture blending process, communication strategies, and consolidation activities

  • Rapid asset liquidation, staff downsizing, and immediate policy changes

  • Setting up an independent business unit, hands-off management, and contractual partnerships

  • Immediate rebranding, development of new products, and entering new markets

Correct Answer: Culture blending process, communication strategies, and consolidation activities

An effective integration plan is multifaceted and should include a process for blending organizational cultures, a communication strategy to keep all stakeholders informed, and activities aimed at consolidating assets and functions.

While asset liquidation, reduction in workforce, and policy changes might take place, they are not the key components of an effective integration plan, which focuses on long-term sustainability and success. Restructuring business units, management and partnerships may be strategic choices in certain contexts, but they are not the core components of a typical, effective integration plan for a merger or acquisition. Product development and rebranding could be possible long-term goals, but they are not the immediate focus of an effective integration plan designed to blend cultures and consolidate operations for success.

32.

Which approach uses a predefined list to ensure that all potential risks are considered?

  • Checklist analysis

  • Brainstorming

  • Expert judgment

  • SWOT analysis

Correct Answer: Checklist analysis

Checklist analysis involves using a predefined list of potential risks to ensure that all potential risks are considered during the identification process. 

Brainstorming is an open and unstructured method of generating ideas, and there is no predefined list involved. Expert judgment relies on the experience and knowledge of experts and does not involve a predefined checklist. SWOT analysis involves categorizing risks into Strengths, Weaknesses, Opportunities, and Threats, but it doesn't use a predefined list to ensure all risks are considered.

33.

What is the primary objective of a merger in organizational restructuring?

  • To combine with another company to achieve synergies or improve market position

  • To reduce the organizational hierarchy by eliminating roles

  • To diversify into completely unrelated business sectors

  • To reduce operational costs by cutting staff

Correct Answer: To combine with another company to achieve synergies or improve market position

The primary objective of a merger is to combine resources, technologies, or market positions with another company to achieve synergies and improve the overall market position. 

Reducing the organizational hierarchy might be a consequence but is not the primary objective of a merger. The focus is usually on achieving synergies and improving market position. While diversification might be an outcome, it is not the primary objective of most mergers. Mergers are typically focused on synergies and market position. Reducing costs might be an outcome, but the primary objective of a merger is generally to combine strengths with another company for mutual benefit rather than cost-cutting alone.

34.

When should a manager first explain to an individual the expectations and performance standards of a position?

  • At the very first discussion in a job interview

  • During a job offer

  • During a new hire orientation

  • During a performance review

Correct answer: At the very first discussion in a job interview

Specific performance expectations and acceptable conduct should be discussed first and foremost in a job interview. This can also be reinforced during a job offer or new hire orientation afterward, but should first be discussed at the first interview.

Setting expectations should be done long before a performance review is administered.

35.

According to the Blake-Mouton behavioral leadership theory, a leadership style in which managers adopt any behavior that offers the greatest personal benefit is called the:

  • Opportunistic style

  • Team style

  • Paternalistic style

  • Authoritarian style

Correct answer: Opportunistic style

The opportunistic style of leadership involves exploiting and manipulating. A manager who adopts this approach uses whatever behavior offers the greatest personal benefit. 

36.

What is generally one of the roles of HR in shaping organizational culture?

  • Championing a positive culture

  • Only focusing on compliance and legal matters

  • Being solely responsible for employee training

  • Being a liaison between top management and the rest of the organization

Correct Answer: Championing a positive culture

Championing a positive culture is one of the central roles of HR in shaping organizational culture. The other two roles include advocating for employees and ensuring an equitable power balance between the organization and its employees. 

Only focusing on compliance and legal matters is a limited view of HR's role, as it doesn't encompass the broader responsibility of shaping and maintaining organizational culture. Being solely responsible for employee training omits HR's broader role in shaping organizational culture, including being an advocate for employees and ensuring an equitable power balance. Being a liaison between top management and the rest of the organization is a part of HR's role but doesn't fully capture their responsibility in championing a positive culture and advocating for employees.

37.

When should a Form I-9 or Employment Eligibility Verification Form be completed for a newly hired employee?

  • Within three days of employment

  • Within two days of employment

  • Within one week of employment

  • The first day of employment

Correct answer: Within three days of employment

The Immigration Reform and Control Act (IRCA) (1986) requires that employers complete a Form I-9 for each new employee within three days of being hired. 

38.

What is a notable characteristic of temp-to-lease programs in alternative staffing?

  • Leased workers often do not receive benefits from the employer

  • Leased workers are usually part of a union

  • Leased workers are primarily used for managerial roles

  • Leased workers are eligible for stock options

Correct Answer: Leased workers often do not receive benefits from the employer

In temp-to-lease programs, workers are typically leased from a vendor organization and may not be eligible for benefits such as health insurance, retirement plans, or paid time off from the leasing employer.

Union involvement is not a standard feature of temp-to-lease programs and can vary depending on the specifics of the arrangement. Temp-to-lease programs are generally not restricted to managerial roles and can span a variety of job functions. Since leased workers are generally not considered full-time employees of the leasing employer, they are usually not eligible for stock options.

39.

Susan, a human resources manager, witnessed an employee stealing from the corporation on camera. The worker claims they were unaware that cameras were present in the room. The single notice indicating that the building is under surveillance is located at the entryway. 

Which law may be applied to determine whether or not the video can be used?

  • ECPA

  • FCRA

  • HIPAA

  • CCPA

Correct answer: ECPA

The Electronic Communications Privacy Act (ECPA) establishes rules for electronic communication access, use, disclosure, interpretation, and privacy protections. However, providing adequate notice to employees about the use of cameras and surveillance at work will demonstrate that employees have no expectation of privacy while at work.

40.

You have recently joined an investment company with approximately 150 employees. While visiting individual members of the leadership team, it becomes apparent that the majority do not have a positive overall view of the HR function. As you inquire further, the incumbent HR manager was very focused on HR policy and procedures and created more obstacles for the business than necessary. What is the best approach to begin to change this perception and sentiment?

  • Ask for input from the leadership on how HR can be more supportive of the business.

  • Review the current HR policies and procedures with a lens of improvement.

  • Ask other members of the HR staff how they can best support the business.

  • Hold an all-hands meeting with the employees to discuss the mission of the HR department.

Correct answer: Ask for input from the leadership on how HR can be more supportive of the business.

HR's function must be deliberately designed to support and be directly linked to the organization's mission, not HR's mission. When HR is seen as the lever that drives performance upward, HR is most influential. When enacting organizational change, even within HR, HR professionals should work from the top down, be transparent, and ask for input to better support the business.

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