×

Quiz Session - Attempts With Random Questions

SHRM-CP Exam Questions

Page 5 of 50

81.

Which of the following is an indicator that a team has proactive communication?

  • You have a staff that offers feedback and data for decision-making

  • You have limited insights about your staff because you respect their privacy

  • You have a staff that maintains the company's status quo and limits feedback

  • You have a staff that tends to suffer from groupthink

Correct answer: You have a staff that offers feedback and data for decision-making

Proactive communication with a team can result in greater perspectives on services and processes, insight into your staff's strength and knowledge, and more feedback and data to make strategic decisions. 

82.

Which visa category is for entertainment groups and individual athletes?

  • P Visa Category

  • O Visa Category

  • H Visa Category

  • EB Visa Category

Correct answer: P Visa Category

The P Visa Category is for athletic-based or art-based visas, including entertainment groups and individual athletes.

83.

Lisa, the head of a multinational team at a software development company, works with employees from over ten different countries. She is aware of the potential for cultural misunderstandings and wants to ensure that all team members feel respected and valued. What should Lisa emphasize to maintain a positive and inclusive team culture?

  • Strong core values that include respect, inclusion, and open-mindedness

  • Uniform procedures and policies that apply to all locations regardless of cultural differences

  • Performance metrics as the sole focus for team cohesion and success

  • Competitive success over collaborative practices to drive results

Correct answer: Strong core values that include respect, inclusion, and open-mindedness

In a multicultural team, emphasizing respect, inclusion, and open-mindedness as core company values helps to bridge cultural gaps and fosters an environment where all employees can thrive. 

While uniformity in procedures is important for consistency, it may not address the cultural sensitivities and values of a diverse workforce. Core values that embrace cultural differences are essential in multinational settings. Focusing exclusively on performance metrics overlooks the role that understanding and valuing cultural differences play in a team's cohesion and the overall workplace atmosphere. Prioritizing competitive success may inadvertently sideline the importance of collaboration, especially in a diverse cultural context where teamwork and understanding are key to success.

84.

Which of the following is least influential as a force that shapes globalization?

  • Cultural exchange programs

  • International economic influences such as finance and development

  • Political forces

  • Global insecurity such as refugee crises

Correct Answer: Cultural exchange programs

Cultural exchange programs, while impactful on a smaller scale, are generally less influential in shaping globalization compared to other international forces like finance, environmental concerns, and global insecurity. 

International economic influences like finance and development are significant forces that shape globalization, affecting investment and trade across borders. Political forces, including treaties and international laws, play a crucial role in shaping globalization, as they can facilitate or impede international relations. Global insecurity, including issues like refugee crises, is a force that shapes globalization by affecting international relations and policies.

85.

Standards or rules that are based on moral philosophy that governs the conduct of individuals within a profession is/are called:

  • Ethics

  • Morals

  • Code of conduct

  • Business conduct

Correct answer: Ethics

Ethics are standards or rules that are based on moral philosophy that governs the conduct of individuals within a profession.

86.

As an HR manager, you're scheduled to deliver a presentation on a new company policy to a group of employees. What is a crucial step in ensuring effective communication with this audience?

  • Consider the audience's needs and interests and use emotional intelligence to gauge their reactions during the presentation

  • Rely solely on statistics and data to convey the policy details

  • Begin the presentation with a lengthy description of the policy's technical details

  • Have a structured presentation

Correct answer: Consider the audience's needs and interests and use emotional intelligence to gauge their reactions during the presentation

To ensure effective communication, it's crucial to consider the specific needs and interests of your audience, especially when delivering important information like a new company policy. Using emotional intelligence helps you gauge how employees are reacting to the information in real-time, allowing you to adjust your approach and address any concerns or questions as they arise. 

While having a structured presentation is important, it's also essential to remain flexible and responsive to the audience's needs, which may require addressing unexpected questions or concerns. While data can be important, it's equally vital to consider the human aspect of communication. Understanding and addressing the emotional and practical concerns of the audience can enhance the effectiveness of the presentation. Starting with technical details without considering the audience's needs and interests can overwhelm and disengage the audience, making it challenging for them to grasp the policy's significance. Understanding the audience should come first.

87.

You have been tasked with hiring a mechanical engineer for a facility to install new equipment. The project will take about two years to complete. Your talent acquisition team has been sourcing candidates and providing screened resumes to the hiring manager. After reviewing the resumes, the hiring manager would like you to contact one individual to schedule a "brief interview" and "get the ball rolling." When reviewing the final candidate's application, you find that he indicated the hiring manager's name as a referral and as a family member. 

This situation is likely to be considered:

  • A conflict of interest

  • A family-referral program

  • Favoritism

  • The scheduling stage

Correct answer: A conflict of interest

When an employee, in this case, the hiring manager, has a personal interest in an employment action, such as hiring a family member, this is known to be a conflict of interest. 

Even though favoritism may be involved, the situation is considered a conflict of interest.

88.

Which of the following best describes the difference between lagging and leading indicators in measuring Organizational Effectiveness & Development?

  • Lagging indicators measure outcomes, while leading indicators predict future performance

  • Lagging indicators are less important than leading indicators

  • Lagging indicators predict future performance, while leading indicators measure past outcomes

  • Lagging and leading indicators are synonymous terms

Correct Answer: Lagging indicators measure outcomes, while leading indicators predict future performance

Lagging indicators are metrics that measure the outcomes of past actions, such as revenue or customer satisfaction scores. Leading indicators, on the other hand, are metrics that can predict future performance, such as employee engagement levels or project timelines. Both lagging and leading indicators have their importance in measuring organizational effectiveness. 

One is not inherently more important than the other; they serve different purposes. Lagging indicators measure past performance, while leading indicators help to predict future outcomes. Lagging and leading indicators are distinct types of metrics, so the terms should not be used interchangeably.

89.

When providing constructive feedback, HR professionals need to consider ways to be precise while assisting managers to hear and apply feedback. Constructive feedback is not effective if it does not address:

  • What specifically needs improving and what improvement looks like

  • What specifically needs improving and the timeframe in which the improvement should take place

  • What generally needs improving

  • What specifically needs improving and documenting the discussion

Correct answer: What specifically needs improving and what improvement looks like

Providing constructive feedback can be done by framing the message in terms of the ultimate goal or what is lacking, but it is incomplete without addressing what specifically needs improving and what improvement looks like. 

Providing constructive feedback to managers does not usually include a timeline or documentation, but addresses their interpersonal interactions.

90.

Which is not an effective way for your HR organization and its strategies to have an impact on the overall business strategy?

  • Using thoughtful opinions not backed by data or study

  • Understanding your organization's business

  • Harnessing the benefits and uses of technology

  • Measuring outcomes and achievements

Correct answer: Using thoughtful opinions not backed by data or study

This is not an effective approach to have an impact on the company's overall business strategy. Using data shows that you understand the numbers of businesses, and their effective use can support business decisions.

91.

Ownership of any employee personnel files and all of the contents typically belongs to:

  • The employer who maintains it

  • The employee who it's about

  • The employer and employee

  • The employee and his or her family

Correct answer: The employer who maintains it

In most states, ownership of an employee's personnel file and its relevant contents belongs to the employer who maintains it. 

92.

Which of the following is considered a fair employment practice agency?

  • Equal Employment Opportunity Commission (EEOC)

  • Occupational Safety and Health Administration (OSHA)

  • U.S. Department of Labor

  • Mine Safety and Health Administration (MSHA)

Correct answer: Equal Employment Opportunity Commission (EEOC)

The Equal Employment Opportunity Commission (EEOC) is the only example of a fair employment practice agency.

93.

In the context of promoting successful relationships and recognizing accomplishments in the workplace, which of the following actions is most effective in demonstrating appreciation and acknowledging employee achievements, according to best practices?

  • Regularly highlighting employee accomplishments, especially when they go above and beyond their regular duties

  • Providing financial incentives for achieving personal goals

  • Offering promotions to employees who consistently meet their performance targets

  • Recognizing the manager and their team collectively for departmental achievements

Correct answer: Regularly highlighting employee accomplishments, especially when they go above and beyond their regular duties

Regularly highlighting employee accomplishments, particularly when they exceed their regular duties, is a highly effective way to demonstrate appreciation and acknowledge their contributions. This practice helps boost morale and reinforces positive behaviors. 

While financial incentives can be motivating, they may not be as effective as recognizing and highlighting employee accomplishments in fostering a positive work environment. Promotions are typically based on consistent performance, but they may not directly address recognizing individual accomplishments or demonstrating appreciation. While recognizing the manager and their team collectively is important for departmental achievements, it may not be as specific or effective as regularly highlighting individual employee accomplishments.

94.

Which act, previously known as the Vocational Rehabilitation Act, requires covered employers to provide reasonable accommodations for disabled individuals who can perform the major job duties with or without accommodation?

  • The Rehabilitation Act

  • The Vocational Equity Act

  • The Recreation and Vocational Act

  • The Accommodation Network Act

Correct answer: The Rehabilitation Act

The Rehabilitation Act (1973) requires covered employers to provide reasonable accommodations for disabled individuals who can perform major job duties with or without accommodation.

The incorrect answers are fabricated law titles.

95.

Traditional disciplinary systems usually result in fear, anger, and resentment from employees. However, a counseling approach to progressive discipline will likely result in what? 

  • Increased commitment to change behavior

  • Decreased employee engagement levels

  • No change at all, as both systems are ineffective

  • Increased levels of supervisor's commitment to the employee's success 

Correct answer: Increased commitment to change behavior

According to the Huffington Post's "A Respectful Way to Discipline Employees," the outcome of a counseling approach is a commitment to change behavior and increase performance.

96.

Large organizations often have progressive disciplinary action plans. If an employee has already received verbal warnings but continues negative behaviors, what normally occurs next? 

  • Written warning

  • Performance review

  • Suspension 

  • Termination 

Correct answer: Written warning

After a few verbal warnings from management, an employee who continues to demonstrate negative behaviors at work will likely find themselves with a written warning which is a permanent part of their employment record. The written warning includes the employee's name and job title, dates of verbal warnings given, the infraction(s) committed, and a face-to-face meeting with HR to give the employee an opportunity to share their side and be reminded of company policies. 

A performance review can be scheduled once a performance action plan is created, to determine progress. 

Suspension and termination are last options when dealing with an employee with negative behavior. 

97.

Which business outcome can be directly improved by increasing employee engagement, leading to higher attendance rates and reduced costs for the company?

  • Absenteeism

  • Shrinkage

  • Safety incidents

  • Productivity

Correct answer: Absenteeism

Enhancing employee engagement is directly correlated with reduced absenteeism. Engaged employees are more likely to be present and punctual, as they feel a stronger connection to their work and organization, thereby minimizing the frequency of unscheduled absences. 

Shrinkage refers to the loss of inventory, typically in the retail sector, and while it can be affected by employee actions, it is not a direct indicator of employee engagement. Safety incidents, while they can decrease with improved engagement due to greater attention to protocols and a more conscientious workforce, are not as directly impacted by engagement levels as absenteeism is. While productivity is certainly influenced by employee engagement, it is not solely a measure of attendance and punctuality but involves multiple factors, including efficiency, innovation, and work quality.

98.

What are the primary differences between internal and external recruiting methods?

  • Internal recruiting is generally less costly and fosters career growth and morale within the organization, while external recruiting involves using platforms like social media, job boards, and referrals

  • Internal recruiting uses social media, while external recruiting focuses on promoting existing employees

  • Internal recruiting is more costly than external recruiting

  • External recruiting is only useful for entry-level positions, while internal recruiting is generally less costly and fosters career growth and morale within the organization

Correct Answer: Internal recruiting is generally less costly and fosters career growth and morale within the organization, while external recruiting involves using platforms like social media, job boards, and referrals

Internal recruiting involves promoting or transferring current employees to fill vacancies, which is generally less costly and helps in fostering career growth and boosting morale. On the other hand, external recruiting involves reaching out to candidates outside the organization through various platforms such as social media, job boards, company websites, and referrals.

Internal recruiting primarily involves promoting or transferring existing employees, while external recruiting often uses platforms like social media to attract new candidates. Internal recruiting is generally less costly than external recruiting because it avoids many expenses associated with attracting new candidates, such as advertising and possibly relocation costs. External recruiting is not limited to entry-level positions; it can be used for all levels within an organization from entry-level to senior management.

99.

Why is acting with personal, professional, and behavioral integrity crucial for HR professionals?

  • Acting with integrity enhances trust, credibility, and ethical standards in HR

  • Integrity is only important when dealing with employee conflicts

  • Integrity is essential for personal growth but does not significantly impact HR professionalism

  • Integrity in HR is mainly about adhering to laws and regulations

Correct answer: Acting with integrity enhances trust, credibility, and ethical standards in HR

Maintaining personal, professional, and behavioral integrity is fundamental for HR professionals. It fosters trust and credibility among colleagues, employees, and stakeholders. Upholding integrity also sets a high standard for ethical behavior within the HR field, promoting ethical practices and maintaining the profession's reputation. 

Integrity is a fundamental ethical principle in HR that applies to all aspects of the profession, not solely employee conflicts. Integrity is critical for personal growth and is a cornerstone of HR professionalism and ethical conduct, contributing to the profession's credibility and trustworthiness. While adhering to laws and regulations is important, integrity in HR extends beyond compliance to encompass ethical behavior, trustworthiness, and credibility in all professional interactions.

100.

You conduct new hire orientation every week with an average of 10 new employees per session. At the beginning of each orientation, you review the company's written mission, values, and vision, but you notice that many people seem confused or disinterested. What should you do?

  •  Use storytelling to tie in the mission, values, and vision.

  • Create presentation slides and have the new employees read aloud.

  • Discuss the successes the company has achieved up to this point.

  • Make this portion of orientation shorter to get to topics that specifically involve the new employees. 

Correct Answer: Use storytelling to tie in the mission, values, and vision.

An important function of HR is to properly portray the company's foundational values, desired culture, and history to all employees, especially newly hired ones. Properly presenting the story of where the organization has been, how it began, where it intends to go, and how the new employees fit into the picture is a much more effective approach than simply transferring knowledge with facts and data. 

×