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Quiz Session - Attempts With Random Questions

SHRM-CP Exam Questions

Page 3 of 50

41.

In which of the following would an HR professional not be expected to have expert knowledge?

  • Criminal law

  • Wage and hour rules

  • Local and national employment laws

  • Employee relations

Correct answer: Criminal law

While HR professionals should have knowledge of employment laws and regulations, expertise in criminal law is not typically expected of them. Their primary focus is on human resources, labor laws, and related HR functions. 

HR professionals are expected to have expertise in wage and hour rules as it relates to employment laws and compensation management. Knowledge of local and national employment laws is essential for HR professionals to ensure compliance within their organizations. HR professionals are expected to have expertise in employee relations to handle workplace issues and maintain a positive work environment.

42.

Which formula is commonly used to identify Full-Time Personnel (FTP) required in workforce forecasting?

  • FTP people required = total functional workload / workload handled by one person

  • FTP people required = (total functional workload + overtime) / workload handled by one person

  • FTP people required = total functional workload / (workload handled by one person + employee benefits)

  • FTP people required = total functional workload - (absenteeism rate / workload handled by one person)

Correct Answer: FTP people required = total functional workload / workload handled by one person

The formula helps in determining how many full-time personnel are needed based on the total functional workload and the workload one person can handle. This is an essential part of workforce forecasting.

Incorporating overtime into the formula can distort the FTP calculation, making it less effective for forecasting. Employee benefits are not typically part of the FTP formula, as they do not directly affect the workload handled by one person. The formula is for identifying required FTP based on workload, and absenteeism rate is generally not subtracted from the total functional workload.

43.

McGregor's Theory Y approach to motivating employees holds the belief that employees dislike controls and inherently want to do their best. Such employees are likely motivated under which management style?

  • Participative

  • Authoritative

  • Accountability

  • Reward and recognition

Correct answer: Participative

According to Douglas McGregor's theories on motivating employees, Theory Y suggests a participative management style with the belief that employees dislike controls and inherently want to do their best.

44.

In the context of a global mindset, why is maintaining openness to the ideas of others considered a valuable resource for HR professionals?

  • It encourages diversity of thought, leading to innovative solutions and improved decision-making

  • It simplifies decision-making by relying solely on one's expertise

  • It minimizes the need for cross-cultural training

  • It leads to conformity and uniformity in thinking

Correct answer: It encourages diversity of thought, leading to innovative solutions and improved decision-making

Maintaining openness to the ideas of others is crucial for HR professionals with a global mindset. It fosters diversity of thought, which, in turn, contributes to the generation of innovative solutions and improved decision-making. Embracing diverse perspectives from colleagues and stakeholders around the world enhances an organization's ability to adapt to various challenges and seize opportunities. 

Relying solely on one's expertise can limit the range of perspectives considered, potentially leading to less informed decisions. Cross-cultural training remains essential for understanding and navigating different cultural contexts, and maintaining openness to others' ideas complements this training. Maintaining openness to diverse ideas does not promote conformity or uniformity. Instead, it encourages a variety of viewpoints, fostering a dynamic and innovative work environment.

45.

What distinguishes contract labor in the context of alternative staffing?

  • Hired for a specific period of time and on the payroll during that period

  • An independent contractor responsible for their own taxes

  • A permanent full-time employee

  • Hired on a project-by-project basis with no set timeframe

Correct Answer: Hired for a specific period of time and on the payroll during that period

Contract labor refers to individuals hired for a specific timeframe, and they are on the payroll for the duration of that contract. The contract may be renewed if more work is needed or it will end when the term is up.

Independent contractors are not on the payroll, and they handle their own taxes. Contract labor, on the other hand, is on the company's payroll for a set period. Contract labor is specifically for a predetermined period, unlike permanent full-time employees who have an ongoing relationship with the employer. While similar to project employees, contract labor is distinguished by being on the payroll for a specific period rather than being tied to the completion of individual projects.

46.

Oya, an HR manager at a tech company, is tasked with improving workplace inclusivity after several employees noted a lack of diversity in managerial roles. Oya has been asked to develop a strategy that not only recruits a more diverse workforce but also supports a culture where every employee has the opportunity to be heard and advance. 

What initiatives should Oya prioritize to foster an inclusive workplace?

  • Implementing diversity hiring practices and creating professional development programs that are accessible to all employees

  • Increasing the frequency of performance reviews for underrepresented employee groups

  • Organizing annual cultural awareness events

  • Restricting leadership roles to employees with diverse backgrounds for a set period

Correct answer: Implementing diversity hiring practices and creating professional development programs that are accessible to all employees

To enhance inclusion, Oya should focus on diversifying the recruitment process to attract a wide range of candidates and ensure that development programs are designed for everyone's growth, allowing equal opportunity for advancement. 

While performance reviews are important, increasing their frequency only for underrepresented groups may create a sense of othering and does not directly support inclusivity initiatives. Cultural events are beneficial for celebration and education but are not sufficient on their own to address structural issues in diversity and progression opportunities in management. Restricting leadership roles based on background may seem like a forceful attempt at diversity but does not create a sustainable or truly inclusive culture where every employee has the opportunity based on their ability and contribution.

47.

Nonwage compensation including group health insurance, long and short-term disability benefits, sick leave, and paid time off are also known as what?

  • Fringe benefits

  • Incentives

  • Compensation

  • Total comp

Correct answer: Fringe benefits

These benefits refer to all nonwage compensation that an employer provides in addition to normal wages and compensation. These include benefits such as housing, health insurance, retirement benefits, tuition reimbursement, paid time off, profit-sharing, and similar perks.

48.

What are some effective ways to engage employees during the hiring and onboarding process?

  • Making the application process simple and straightforward, creating a strong and accurate first impression, organizing an impactful first day on the job, having a structured onboarding process, and defining and communicating a path to success for new hires

  • Focusing on immediate task completion, skipping team introductions, providing minimal training, and not explaining the company's mission

  • Prioritizing individual work assignments over group orientation, omitting a company tour, and limiting interaction with management during the first week

  • Implementing a lengthy probationary period, delaying benefits enrollment, and focusing heavily on performance metrics from day one

Correct Answer: Making the application process simple and straightforward, creating a strong and accurate first impression, organizing an impactful first day on the job, having a structured onboarding process, and defining and communicating a path to success for new hires

Making the application process simple and straightforward, along with the other listed methods, is geared toward engaging new hires from the moment they encounter the application process. Each strategy serves a specific purpose in making new hires feel welcomed, valued, and informed about their role and potential for growth in the company. 

Focusing on immediate task completion, along with the other listed methods, may seem efficient, but they overlook the importance of engaging new hires at an emotional and intellectual level. These methods can result in a lack of camaraderie, ill preparedness, and a lack of alignment with the company's goals. Prioritizing individual work assignments over group orientation and the other listed methods can contribute to feelings of isolation and disengagement among new hires. These methods neglect aspects like team dynamics, contextual knowledge, and insights into the company culture and expectations. Implementing a lengthy probationary period, along with the other listed methods, can create anxiety and inhibit full engagement. These practices may appear rigorous, but they can negatively impact new hires by causing uncertainty, raising concerns about job security, and fostering a high-pressure environment.

49.

What is the best way to minimize employment risks when hiring?

  • Establishing criteria for screening new hires, including conducting background checks

  • Requiring that all interviewed candidates must be referred by a current employee

  • Establishing criteria for interviewing new hires to establish skills and experience

  • Requiring all new hires to undergo a pre-employment physical

Correct answer: Establishing criteria for screening new hires, including conducting background checks

Minimizing employment risks includes establishing criteria for screening new hires, including background checks, drug screening, and reference checks. These actions are taken to identify potential risks in hiring new employees.

50.

Samson works as a talent acquisition manager and requests that the company update its website to better attract candidates. As the HR manager, you recommend that his department works with the marketing team to update the website to accurately show the company's EVP or employee value proposition. 

What statement best describes what an EVP includes?

  • The overall benefits that an employee receives from the company in exchange for the talents, abilities, and experience that they bring to the organization

  • The specific monetary benefits that an employee receives from the company in exchange for the talents, abilities, and experience that they bring to the organization

  • The training and development opportunities an employee receives from the company in exchange for the talents, abilities, and experience that they bring to the organization

  • The specific products and services that the company makes and the value it will have to the employee to work for them

Correct answer: The overall benefits that an employee receives from the company in exchange for the talents, abilities, and experience that they bring to the organization

An employee value proposition includes the total rewards and benefits an organization offers to employees in exchange for their talents, skills, and abilities. 

Monetary benefits, training opportunities, even the products or services provided by the company are typically in a company's EVP, but are not, in themselves, the EVP.

51.

Which phase of the ADDIE model focuses on gathering information about learners' needs, defining objectives, and identifying resources?

  • Analysis

  • Design

  • Implementation

  • Evaluation

Correct Answer: Analysis

The Analysis phase is the initial step in the ADDIE model where the instructional problem is clarified, the instructional goals and objectives are established, and the learning environment and learner's existing knowledge and skills are identified. 

The Design phase involves specifying how the instructional materials will be created and delivered rather than focusing on gathering initial information about learners' needs. Implementation is the phase where the training program is actually rolled out to learners. It does not involve gathering information about learners' needs or defining objectives. Evaluation occurs at the end of the training process to assess its effectiveness rather than gathering initial information about learners' needs and objectives.

52.

A manager working to solve their department's issues encourages their team members to come to a common conclusion, and to work together to overcome their challenges. Influencing people to move together as one team toward a common goal or vision is known as which of the following?

  • Consensus management

  • Groupthink

  • Authoritarian management

  • Management by objectives (MBOs)

Correct answer: Consensus management

Consensus management is when a group is encouraged to collaborate on their solutions and come to an agreement before taking action on their decisions. 

Groupthink is when the desire for harmony leads members of a group to conform in decision-making rather than thinking independently or critically. Management by objectives is when a manager focuses on measurable goals for their teams, and base performance management around accomplishing those outcomes. Authoritarians assume total control over their groups, and hand down decisions they have made for their teams. 

53.

Which level of strategy involves the "how" and "where" that an organization will create value for stakeholders?

  • Business unit

  • Organizational

  • Cultural

  • Operational

Correct answer: Business unit 

The business unit level is focused on how the organization will create value for stakeholders. Individual business units (departments, divisions, regions, product units) make up the where of strategy, as each contributes to the strategy.

At the organizational level, the overall direction, scope, and long-term goals may be the focus. Culture is not one of the levels of strategy, although it is considered in other activities. The operational level looks at the activities and actions that organizational functions will produce.

54.

An HR manager supports a company of 500 people, and they anticipate increasing headcount by 25% within the next year. Due to this volume, the manager has been interested in investing in an applicant tracking system (ATS), but is unsure whether the cost is worth the investment. When it comes to HR strategic investment decisions, what three techniques should this manager consider before making a decision? 

  • The period of time it takes to reclaim the investment, what the payback will be, and what impact there will be on cash flow

  • The period of time it takes to implement the change, what the payback will be, and how likely people are to use the new system

  • The period of time it takes to reclaim the investment, how much it will cost, and whether payroll will be affected

  • The period of time it will take to hire 25% more people, what the payback will be, and how much revenue the newly hired employees will generate

Correct answer: The period of time it takes to reclaim the investment, what the payback will be, and what impact there will be on cash flow 

These are three techniques to see how investment decisions are evaluated and made. These terms are also known as accounting rate of return, payback, and discount cash flow techniques.

The incorrect answers are fabricated lists that do not accurately reflect the three techniques.

55.

Brene is an HR generalist who requested employee reports from the HRIS team in order to identify turnover. HRIS sent her a large spreadsheet that includes data for all current, active employees, such as job titles, years of service, pay, marital status, address, bonus percentage eligibility, and equity.

What should Brene do?

  • Request that the HRIS team send her a list of employees terminated over the last 12 months.

  • Use the data that she has been given until she requires a list of terminated employees.

  • Identify other HR metrics that she may discover with the provided data.

  • Calculate employee turnover with the provided data.

Correct answer: Request that the HRIS team send her a list of employees terminated over the last 12 months.

In addition to gathering important data, HR professionals should be able to analyze it. Brene realized she would need data on both terminated employees and active employees in order to measure turnover. For a more thorough analysis of the data, Brene should ask the HRIS team for this information.

56.

The Age Discrimination in Employment Act originally covered individuals between 40 to 70 years of age. The law now protects those individuals from the ages: 

  • 40 and above

  • 40 to 85

  • 30 and above

  • 30 to 85

Correct answer: 40 and above

The Age Discrimination in Employment Act originally protected individuals 40 to 70 years old. The law now covers all people 40 years old and older from employment discrimination based on their age. 

57.

What are the primary differences between soft, hard, and principled negotiation methods?

  • Soft negotiation emphasizes agreement and relationships, hard negotiation focuses on winning, and principled negotiation advocates for mutual gains

  • Soft negotiation requires strict adherence to policy, hard negotiation allows for flexibility and adaptability, and principled negotiation ignores the parties' interests

  • Soft negotiation involves aggressive bargaining tactics, hard negotiation is about concession and compromise, and principled negotiation is based solely on objective criteria

  • Soft negotiation is characterized by high demands and little concession, hard negotiation by high concession and little demand, and principled negotiation by a lack of clear demands or concessions

Correct answer: Soft negotiation emphasizes agreement and relationships, hard negotiation focuses on winning, and principled negotiation advocates for mutual gains

Soft negotiation values the preservation of the relationship and tends to make concessions to reach an agreement. Hard negotiation is adversarial and seeks victory for one's own interest, often at the expense of the relationship. Principled negotiation, or interest-based negotiation, aims for mutually beneficial solutions by separating the people from the problem and focusing on underlying interests. 

Soft negotiation does not require strict adherence to policy; instead, it is more accommodating. Hard negotiation is inflexible, not adaptable, and principled negotiation focuses on the interests of the parties, not ignoring them. Soft negotiation avoids aggressive tactics, hard negotiation typically resists concession and compromise, and while principled negotiation does use objective criteria, it also considers the parties' interests and mutual gain, not just objectivity. In reality, soft negotiation may involve more concessions, hard negotiation involves high demands with little concession, and principled negotiation involves clear demands based on fair standards and mutual benefit, not a lack of clarity.

58.

What law limits the amount of wages that can be garnished or withheld in any given week by any employer to satisfy creditors?

  • The Consumer Credit Protection Act (1968)

  • The Clayton Act (1914)

  • The Equal Pay Act (1963)

  • The Wagner-Peyser Act (1933)

Correct answer: The Consumer Credit Protection Act (1968)

The Consumer Credit Protection Act (1968) limits the amount of wages that can be garnished or withheld in any given week by any employer to satisfy creditors. It also prohibits employee terminations because of garnishments or indebtedness.

The Wagnery-Peyser Act of 1933 created a system of offices all over the country to support people in their jobsearches and provide services such as career counseling and job placement. The Equal Pay Act of 1963 requires employers to provide equal pay for equal work, and protects against gender-based pay discrimination. The Clayton Act of 1914 prevents companies from taking anticompetitive actions.

59.

During a benefits open enrollment meeting with a large group of employees, you discuss who is eligible to sign up for insurance. An employee in the audience asks a question on whether he can cover his niece under the medical plan. You inform him that, according to the medical plan, his niece is not considered a dependent and is not eligible. He continues to ask for exceptions and shares his personal circumstances and hardships. 

What do you do?

  • Instruct the employee to meet with you after the meeting to discuss it further, 

  • Continue to sustain your answer with policy-related data.

  • Inform the employee that you will be able to make an exception for him due to recent HIPPA laws.

  • Ignore the continued questions from the employee and continue the presentation.   

Correct Answer: Instruct the employee to meet with you after the meeting to discuss it further, 

This meeting aims to inform and instruct all employees about the benefit plans and open enrollment. Throughout the presentation, you should take the time to address concerns but postpone conflicts that may be difficult to resolve until after the meeting.  

60.

What is the primary influence of globalization on the modern workplace?

  • Increased interactions between people on a worldwide level due to advances in technology and transportation

  • Globalization only benefits larger corporations, while making it harder for smaller businesses to compete

  • Globalization primarily impacts financial markets and has limited effects on the everyday workplace

  • Globalization is primarily about cultural exchange and has no economic or workplace implications

Correct Answer: Increased interactions between people on a worldwide level due to advances in technology and transportation

Globalization has enabled increased interactions between people globally, primarily facilitated by advances in technology and transportation. This has important implications for workplaces, ranging from international collaboration to remote working options.

While globalization does pose challenges for smaller businesses, it doesn't solely benefit larger corporations. The primary influence of globalization is the increased level of interaction between people worldwide. Globalization impacts not just financial markets but also the dynamics of the workplace, notably through increased global interactions and opportunities for remote work. Globalization encompasses economic, cultural, and workplace implications, not just cultural exchange. It significantly impacts how work is conducted on a global scale.

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