SHRM-SCP Exam Questions

101.

A company announces they are consolidating offices into one new office building. This results in some employees with longer commutes. How can the HR manager support this organizational change?

• Implement flexible work arrangements, such as remote work options or staggered shifts, to accommodate the longer commutes and provide support resources like transit subsidies or carpool programs

• Enforce mandatory overtime to ensure all employees adjust to the new office location and maintain productivity

• Delay the office move until all employees have adjusted to the change, without providing any immediate support or communication

• Remove all employee benefits and perks to reallocate funds toward the office move, focusing solely on cost-saving measures

102.

A manager asks you to observe a team-building activity with their employees. You observe that recent team-building activities have not improved team cohesion. 

What is your next step?

• Collect feedback from team members and adjust future activities based on their input

• Discontinue team-building activities altogether

• Focus solely on individual performance reviews and neglect team-building activities

• Organize more frequent activities without analyzing the previous ones

103.

You work for REFT Medical practice with 200 employees throughout six locations. The managing partner tells you to hire their spouse for a medical records position at a facility that has been open for 3 months. You currently have a qualified candidate in the final stages of interviewing. 

What should you do?

• Inform the managing partner that hiring their spouse could present a conflict of interest and proceed with the qualified candidate to ensure a fair, unbiased hiring process

• Ignore the request and hire the current candidate 

• Hire the managing partner’s spouse and have them sign a consensual relationship agreement form

• Immediately hire the managing partner’s spouse to avoid conflict 

104.

The ADA defines several factors to determine whether a task is essential. Which of the following is one of these factors?

• Mental and physical requirements

• Exemption or non-exemption

• Salary and wage information

• Details of job duties

105.

At Legal Scout, the HR department has recognized that their recruitment and hiring processes have not been attracting a diverse range of candidates. The leadership team is concerned about the lack of diversity in recent hires and wants to ensure that their hiring practices are equitable and inclusive.  

What strategies can HR implement to ensure the recruitment and hiring processes are equitable and attract a diverse pool of candidates?

• Revise job descriptions to use inclusive language, expand recruitment channels to diverse job boards, and minimize unconscious bias by providing DE&I training for hiring managers

• The company doesn't need to focus on recruiting to address these issue

• Structure hiring from only top-tier universities

• Focus on building the employee referral program 

106.

How can HR professionals effectively transfer knowledge within the organization to ensure that valuable expertise is shared and leveraged across teams?

• Develop structured knowledge-sharing programs that include mentoring, cross-functional workshops, and accessible documentation to facilitate the transfer of expertise across teams

• Limit knowledge transfer to formal training sessions and avoid informal knowledge sharing to maintain consistency

• Rely on written manuals and documentation without providing opportunities for interactive learning and real-time knowledge exchange

• Focus on transferring knowledge only to new hires, neglecting the ongoing learning needs of existing employees and teams

107.

What is the definition of polycentric according to Perlmutter’s headquarters orientation?

• Each country is unique, and businesses are best run locally.

• Businesses design structures within large regions.

• Companies export to multiple countries that are similar to their home country.

• Due to the similarities and differences between the home country and markets, companies view the world as a singular potential market.

108.

All the following are considered financial risks, except:

• Operations efficiency

• Embezzlement

• Theft

• Fraud

109.

RKT, a multinational firm, is expanding its operations into several new countries, including Germany, Brazil, and China. Each country has distinct labor laws and cultural practices that affect employee management and workplace policies. In Germany, strict data privacy laws require additional consent for handling employee data, while in Brazil, labor laws mandate generous leave entitlements and termination procedures. In China, workplace policies are influenced by state regulations and may require different handling of employee grievances compared to Western practices. 

How should the HR director approach the development of a global HR strategy to navigate the differences between commonly accepted practices and local laws?

• Conduct a thorough analysis of each country’s labor laws and cultural practices, consult local experts, and create tailored HR policies to ensure compliance and alignment with global objectives

• Adopt a one-size-fits-all policy based on the country with the most stringent regulations

• Implement a global policy that mirrors the most common practices across all countries, regardless of local laws

• Implement a uniform HR policy without considering local laws or practices

110.

A department director has been sexually harassing one of their employees to make them feel uncomfortable at work. The employee asked on multiple occasions for this to stop, and it only escalated. Then, the department director decides to propose to the employee in the office. Both individuals are married. After HR investigates the claims, multiple witnesses and the employee confirm these actions. The majority of staff don't like the department director. The department director denies the proposal ever occurred. 

Based on your findings, what should be your next steps as the HR manager?

• Initiate disciplinary action against the department director, following the company's harassment policies and legal guidelines

• Ignore the claims if the department director denies them and the majority of staff dislikes the Director

• Provide counseling to the department director and ask the employee to transfer to a different department

• Publicly reprimand the department director without a formal investigation to address the situation quickly

111.

John was recently promoted to foreman for an excavation crew. His father, Dan, is the supervisor of all the excavation crews. Employees are complaining to the operations manager that Dan is giving disproportionate attention and supervision to John's crew. 

What is a good tactic to investigate this situation when a supervisor is involved?

• Conduct an impartial investigation by collecting feedback from employees, reviewing performance data, and observing Dan’s supervision across all crews to assess if favoritism is occurring

• Conduct individual interviews with employees from all crews, focusing on specific instances of perceived favoritism and comparing them to performance data

• Implement a temporary rotation system where Dan supervises different crews for a short period and then evaluate the changes in supervision dynamics

• Review Dan’s supervision logs and performance reviews of John's crew to look for patterns, without speaking directly to employees

112.

Sandra has been asked to present an analysis of potential new employee benefit programs to the executive team and implement them at the start of next year. What steps should she take to prepare and deliver this presentation effectively?

• Analyze current benefits and industry benchmarks, prepare a detailed comparison of potential programs, and present clear recommendations to the executive team

• Focus solely on a summary of industry trends 

• Prepare a presentation based only on personal opinions about employee benefits 

• Use only historical data without updating it to reflect current trends and needs

113.

An annual employee survey at a major law firm has revealed significant dissatisfaction with the company's quarterly reward and recognition program. This program, designed to acknowledge high-performing employees nominated by their senior partners, includes monetary bonuses as rewards. However, many employees believe that the selection process favors individuals who are personally favored by their managers rather than those with actual performance achievements. This perception is negatively affecting the morale of top performers and fostering a sense of entitlement among frequently nominated employees. The managing partner has tasked the HR director with addressing these issues to improve fairness perceptions and boost overall employee morale.     

How can the HR director effectively communicate with both senior partners and employees to address concerns about fairness in the reward and recognition program while maintaining trust and morale?

• Facilitate open and transparent discussions with senior partners and employees to explain the changes to the reward program, provide clear criteria for nominations, and address any concerns

• Issue a company-wide memo detailing the new program changes 

• Focus on implementing new reward criteria immediately while avoiding discussions with senior partners about their past nominations

• Increase the frequency of reward distributions without changing the nomination process or discussing fairness with the team

114.

At Apex Legal, a mid-sized law firm, an informal conversation about upcoming elections and political views starts during a break in the breakroom. Over time, this conversation becomes more frequent, and employees begin to express strong opinions about political candidates and policies. This has led to visible tension among team members, with some feeling uncomfortable or excluded due to differing views. 

How should the HR director address the issue of political conversations at work to maintain a respectful and productive work environment?

• Set clear guidelines for maintaining professionalism in workplace conversations and provide training on respectful communication

• Ignore the situation and let employees continue discussing politics, as it is their right to express opinions

• Prohibit all non-work-related conversations in the breakroom to prevent any potential conflicts

• Hold a mandatory meeting to discuss political views and encourage employees to share their opinions openly

115.

In a company where the HR department is newly established, the HR team notices that employees are hesitant to approach them with concerns or feedback.  

How can the new HR department demonstrate friendliness to build strong relationships with employees and encourage open communication and trust?

• Actively engage with employees through regular, informal check-ins, stay open and responsive to concerns, and foster a welcoming atmosphere where employees feel comfortable sharing their feedback

• Maintain a formal and professional demeanor at all times, assuming that professionalism alone will encourage employees to approach them with their concerns

• Limit interactions to scheduled meetings and formal communication channels, expecting that employees will reach out if they have issues or need support

• Prioritize addressing only major issues and avoid engaging in casual conversations, as employees will approach them when they have significant concerns

116.

What are HR’s responsibilities when developing a leadership program? 

• Identifying and fulfilling training needs for employees for leadership

• Ensuring strategic alignment for growth

• Facilitating reward programs for leadership

• Coaching senior management to support the program

117.

What training method is theorized to optimize the learning styles and needs of adults?

• Blended learning

• Synchronous learning

• Instructor-led learning

• Asynchronous 

118.

As Global Solutions Inc. embarks on a major restructuring to streamline operations and reduce costs, the HR leader, Maria, recognizes the importance of addressing employee concerns to maintain trust and morale. 

Which leadership competency is most important for fostering employee trust and commitment during the process?

• Emotional Intelligence

• Project Management

• Decision-Making

• Financial Acumen

119.

What is a balanced scorecard?

• The performance management tool of choice for seeking integrated metrics for measuring outcomes and comparing them to goals

• A statistical tool to analyze the correlation between economic indicators and market fluctuations over a fiscal quarter

• A financial report that outlines the yearly profitability of a company, including detailed income statements and balance sheets

• A risk management strategy designed to evaluate the potential for financial loss due to market volatility and operational failures

120.

What are the key considerations for HR when handling employee data and privacy per international regulations like the European Union’s data protection directive?

• HR must work with the IT department on securing and protecting data and sending breach alerts

• Data protection laws don’t apply to employees, only to customers

• HR ,ust prioritze the ability to share data with others

• Collecting employee data without consent is acceptable for company use only