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Quiz Session - Attempts With Random Questions

SHRM-SCP Exam Questions

Page 8 of 25

141.

How can an HR leader effectively guide and support HR professionals to enhance their skills and contribute to the overall success of the HR department?

  • By listening, meeting with employees frequently, asking purposeful questions, offering constructive feedback, and fostering a collaborative environment that encourages continuous learning and development

  • By imposing strict rules and penalties for mistakes to ensure other HR professionals improve their skills

  • By focusing on their tasks and avoiding interacting with other HR professionals to maintain efficiency

  • By delegating all leadership responsibilities and stepping back entirely

Correct answer: By listening, meeting with employees frequently, asking purposeful questions, offering constructive feedback, and fostering a collaborative environment that encourages continuous learning and development

HR professionals must be skilled at building relationships. Having proactive communication with the team can provide the HR leader with knowledge of the staff and their strengths. By listening and receiving feedback, the HR leader will gain loyalty and trust, and the team can become more inspired. Employees having a strong relationship with their leader increases productivity and retention. 

Imposing strict rules hinders performance and creativity and can make the leader appear unapproachable. If all leadership tasks are delegated, the team may burn out and feel unsupported without the guidance of the leader. Not interacting with HR professionals is counterproductive and wouldn’t contribute to a cohesive team environment.

142.

How can an HR professional contribute to the development and execution of an organization's strategic goals?

  • By aligning talent acquisition, development, and retention strategies with the organization's strategic goals to ensure that the right people are in place to drive business success

  • By conducting a SWOT analysis to understand the areas of improvement of the organization

  • By solely focusing on managing employee complaints and handling payroll issues

  • By creating and managing the company’s product development road map

Correct answer: By aligning talent acquisition, development, and retention strategies with the organization's strategic goals to ensure that the right people are in place to drive business success

Conducting a SWOT analysis is a tool for determining strategic alignment as HR supports the business function’s strategic plans. HR serves the entire organization and the needs of each business unit. For example, if the organization's strategy includes new market expansion, then HR’s recruitment plans and sources will require specific direction to be able to fulfill the workforce needs of the new market.

143.

What is the definition of corporate citizenship?

  • Contributing to or not harming the economic, environmental, and social issues of the day   

  • Employees who enhance the organization’s reputation

  • Efforts to exercise good faith and act with transparency

  • Employees with socially responsible behaviors

Correct answer: Contributing to or not harming the economic, environmental, and social issues of the day   

Corporate governance consists of efforts that spring from a commitment to exercise good faith and fiduciary responsibility and to act with transparency and accountability within the bounds of socially responsible behaviors. 

Corporate citizenship involves contributing to the economic, environmental, and social issues of the day.

144.

Company XYZ does not have an HRIS and currently uses paper files for benefit enrollment, punch time cards, and hard-copy employee files in locked cabinets. The Human Resources Generalist wants to implement HRIS software to streamline current practices. 

What analysis should be conducted? 

  • Cost-benefit analysis

  • Measurement of impact

  • Value-added analysis

  • Business analysis

Correct answer: Cost-benefit analysis

Cost-benefit analysis is a simple comparison of the cost of taking action to the results. One may also consider the cost of not taking action and compare that to the risk or the benefit.

Measurement of impact is measuring the effect an HR activity has on strategic objectives.

Value-added analysis measures the team to provide value beyond total cost or individual effort.

Business analysis is associated with financial needs, market segmentation, and customer satisfaction.

145.

How can HR professionals effectively utilize leading indicators to address potential issues and drive strategic improvements within the organization?

  • Analyze leading indicators such as employee engagement scores and turnover trends to anticipate potential challenges, and then use these insights to implement proactive strategies and drive organizational improvements

  • Focus exclusively on lagging indicators to assess past performance and make decisions

  • Rely on anecdotal feedback from employees and managers to understand potential issues, without analyzing quantitative leading indicators that could offer more precise insights

  • Use leading indicators only to compare with industry benchmarks, without integrating the findings into the organization’s strategic planning and decision-making processes

Correct answer: Analyze leading indicators such as employee engagement scores and turnover trends to anticipate potential challenges, and then use these insights to implement proactive strategies and drive organizational improvements

Leading indicators provide early insights into potential issues, allowing HR professionals to anticipate and address challenges before they escalate. By analyzing these indicators, HR can implement proactive strategies that drive improvements and align with organizational goals, enhancing overall effectiveness and preventing future problems.

146.

Due to a looming shortage of workers and the likelihood of no new hires in the upcoming months, your company is facing a challenging staffing situation. Given the imminent worker shortage and the expectation of no new hires in the coming months, what strategic actions should you take to manage this staffing challenge effectively and maintain business operations?

  • Develop a plan to optimize employee utilization, cross-train staff, and enhance retention efforts

  • Continue with current staffing practices without any changes, assuming that the shortage will resolve over time

  • Focus only on hiring temporary workers to fill the gaps

  • Reduce the workforce to align with the current shortage, potentially compromising business operations and employee morale

Correct answer: Develop a plan to optimize employee utilization, cross-train staff, and enhance retention efforts

Developing a plan to optimize employee utilization involves a strategic approach to managing the staffing shortage. By optimizing current employee utilization and implementing cross-training, you enhance workforce flexibility and effectiveness. Enhancing retention efforts helps keep key staff, reducing turnover and maintaining stability. 

This method demonstrates strong business acumen by proactively addressing both immediate and future staffing needs. It ensures continued operational efficiency despite the shortage.

147.

Which of the following is considered illegal under the Labor Management Relations Act?

  • Closed shop

  • Union shop

  • Featherbedding

  • Secondary boycotts

Correct answer: Closed shop

A closed shop is illegal under the Labor Management Relations Act. Closed shop unionizing requires employees to join a union as a condition of employment and to maintain membership in the union during employment.

In a union shop, the employer signs an agreement allowing unions to require membership after the 30th day of employment. This is lawful. 

Featherbedding is a security practice where employees are required to pay for work/workers that are unnecessary or redundant. 

Secondary boycotts occur as a form of solidarity where a union that has a primary dispute with one employer pressures a neutral employer to stop doing business with the first employer. 

148.

Based on a recent merger of GSI and JKE, Janice will be overseeing Margaret. Janice has 10 years of experience, while Margaret only has one. Janice is located in New York, and Margaret is in the Texas location. 

How can Janice provide leadership to Margaret to build a healthy relationship?

  • By offering regular guidance and support while acknowledging Margaret’s unique insights and experiences

  • By asserting her authority firmly to establish clear control over the team

  • By focusing on her work without interfering with Margaret's tasks

  • By promoting her achievements to Margaret to set an example

Correct answer: By offering regular guidance and support while acknowledging Margaret’s unique insights and experiences

Janice asserting her authority hinders open communication and collaboration. Focusing on Janice’s work neglects the opportunity for mentorship and does not contribute to collaboration. Janice promoting her own achievements can lead to resentment and an unhealthy work environment.

149.

A company does not currently have any performance evaluation systems. The organization's strategy is the differentiation of its product by continuous improvement, development, and innovation. 

As the HR director, how can you align the performance management system with the organization's strategy?

  • Create a performance management system that includes regular feedback, structured evaluations, and goal-setting

  • Create a performance management system that does annual reviews on feedback

  • Develop a system that tracks attendance and measures employee attendance as part of the review

  • Evaluate employees based on core values

Correct answer: Create a performance management system that includes regular feedback, structured evaluations, and goal-setting

The company’s strategy is based on continuous improvement, development and innovation. HR initiatives must be aligned with the company’s strategy to engage and retain human capital efficiently and effectively. 

Regular feedback, structured evaluations, and goal setting create an environment for continuous improvement and development. Goal setting encourages employees to set stretch goals that challenge their creativity.

150.

All the following measuring HR contributions except:

  • Future Value Formula

  • Expense to Revenue Ratio

  • Expense to Operating Expense Ratio

  • Revenue Per Full-Time Employee

Correct answer: Future Value Formula 

The future value formula calculates the value of an investment or amount of money at a specific point in the future, considering a fixed interest rate and compounding periods. 

HR professionals are responsible for performance metrics that are aligned with organizational targets. HR KPIs exist for all functions, and measuring regular performance allows for real-time adjustments.

151.

A conflict arises between HR and a department head regarding staffing needs. How do you approach the situation?

  • Arrange a meeting to discuss and align staffing requirements and priorities

  • Make the decision unilaterally to resolve the conflict

  • Allow the conflict to persist until a clear resolution emerges on its own

  • Do nothing

Correct answer: Arrange a meeting to discuss and align staffing requirements and priorities 

Deciding to resolve the conflict unilaterally wouldn't meet the department's needs. HR needs to collaborate with other departments and serve the organization, including the department head. 

Allowing the conflict to persist does not solve the issue, and a clear resolution may not manifest. Doing nothing won't solve the issue. 

152.

What is the first step of developing a human resources strategy? 

  • Understanding the organization’s business

  • Conducting a PESTLE analysis

  • Identifying goals and plans

  • Following the current business strategy

Correct answer: Understanding the organization’s business

For human resources to develop a strategy that has an impact on the organization, the department needs to understand the organization’s business, what is occurring internally with each department, and how the organization sells its products and services within its current industry.

PESTLE (political, economic, social, technological, legal, environment) analysis is an environmental scanning technique that impacts the organization’s operations. The PESTLE analysis assists in determining how to compete with similar organizations.

Identifying goals and plans will occur after an organization strategy and a human resource strategy are identified and aligned with the organization’s strategy.

Following the current business strategy would not be correct because human resources is an operational-level strategy focusing on activities and actions that follow the company’s vision.  

153.

What is the definition of the global strategy known as identity alignment? 

  • A strategy based on the diversity of people, products/services, and branding differences among locations

  • An effort to align the company’s organizational structure with the local environment

  • An effort to align the colors and logos of a company with local cultural symbols to increase brand visibility

  • A strategy of making all company products have the same price across every market

Correct answer: Strategy based on the diversity of people, products/services, and branding differences among locations

Identity alignment is a strategy based on the diversity of people, products/services, and branding differences among locations. 

The company's organizational structure and brand may change under the implementation of the strategy. Prices will vary based on the market.

154.

What is the difference between work councils and unions?

  • Work councils are an elected body of employees within a European company. A union is an independent organization representing workers from one or multiple employers.

  • A work council is a type of union that focuses solely on negotiating higher wages for employees, while a union is a body that handles workplace safety issues and employee grievances.

  • A works council is responsible for organizing company events, whereas a union focuses solely on scheduling work shifts.

  • Unions consist of multiple employees who sit on a board to discuss working conditions with their employer, while work councils have bargaining agreements.

Correct answer: Work councils are an elected body of employees within a European company. A union is an independent organization representing workers from one or multiple employers.

Work councils violate the National Labor Relations Act because they are company-dominated unions. Work councils are popular in Germany and are common in other areas of Europe. Employees work as a council and participate in organizational decision-making about wages, safety, hours, and other terms and conditions of employment. Work councils focus on issues dealing with employee status rights. 

Work councils hold the stamps of approval, while unions have collective bargaining agreements that detail and outline how employee grievances and relations will be conducted. In addition, unions don’t consist of employees sitting on a board and have representatives who negotiate on behalf of all employees. Neither work councils nor unions focus on company events.

155.

A multinational company is considering expanding into a new country. However, recent political instability and upcoming elections in that country pose a risk. 

How can the HR director help navigate and align the workforce to achieve the company’s goals?

  • By evaluating how potential changes in government policies and regulations might affect operations, such as changes in trade tariffs or new labor laws

  • By avoiding discussions about political instability to maintain neutrality

  • By focusing solely on administrative tasks of entering into a new country and waiting to engage with senior leadership on strategic initiatives

  • By advising against the expansion into the new market until the upcoming election is concluded

Correct answer: By evaluating how potential changes in government policies and regulations might affect operations, such as changes in trade tariffs or new labor laws

As part of being a strategic HR professional, HR must be able to conduct a PESTLE analysis. This scenario requires the HR professional to review a political analysis of the risk of entering the new country.

156.

ABC company and XYZ company partnered to focus resources on the development of an AI robotic machine for the next three years, resulting in the formation of a new corporation. 

This is the best example of which of the following?

  • Joint venture

  • Merger

  • Acquisition

  • Strategic alliance

Correct answer: Joint venture

A joint venture occurs when two or more companies join to accomplish a shared purpose over time.  

Mergers and acquisitions are most likely to transfer ownership. A strategic alliance would not likely create a new corporation. 

157.

An employment lawyer emails you, the HR director, an update on an upcoming law and the potential impacts on your organization. 

What type of forecasting method is being used?

  • Judgmental

  • Statistical

  • Flow analysis

  • Trend and ratio analysis

Correct answer: Judgmental

Judgmental forecasting involves experts and best practices in making decisions about conditions that will impact future staffing needs. For example, pay transparency laws requiring posting salaries in job ads can impact small businesses.

158.

Shirley, who recently became HR director at TechNova Inc., is approached by the CEO to develop a business case for HR's inclusion in executive strategic planning meetings. The CEO believes that HR’s insights could significantly contribute to aligning talent management with the company’s long-term goals. 

What key steps should Shirley take to prepare a presentation that demonstrates HR’s strategic value and its impact on driving organizational success?

  • Research HR’s impact on strategic outcomes, use case studies, and show how aligning workforce strategies with business objectives improves performance

  • Focus on detailing HR’s internal processes and administrative tasks without connecting them to organizational success

  • Provide a general overview of HR’s role in the company 

  • Highlight past HR achievements without relating them to current business goals or strategic initiatives

Correct answer: Research HR’s impact on strategic outcomes, use case studies, and show how aligning workforce strategies with business objectives improves performance

By researching HR’s impact, utilizing relevant case studies, and linking workforce strategies to business objectives, Shirley can clearly illustrate how HR contributes to organizational success. 

This approach provides a data-driven, evidence-based argument that aligns HR activities with broader business goals, making it compelling for the executive team. It ensures that the presentation is focused on how HR can drive performance and strategic outcomes.

159.

John has been with JKL for 25 years. John wants to retire next year but is concerned about the shock of not having a work routine. John raises his concerns with you, the HR director. 

How can you help John?

  • Offer a phased retirement program

  • Express your sympathies 

  • Ignore John's request

  • Encourage John to find activities to keep him busy

Correct answer: Offer a phased retirement program

Phased retirement allows individuals to take a partial retirement and work on a reduced schedule to help prevent the sudden shock of not having a work routine. It will also help transfer knowledge from John to others.

160.

 A recruiter receives approval to make a written offer letter to a candidate. As part of the hiring process, candidates must complete a background screening, including criminal activity, verification of a professional license, and verification of education. The candidate signed the written offer and signed the background screening authorizations. The results of the verification of a professional license determined the candidate lied on their application and did not have the required license for the position. The recruiter revoked the offer. 

Why did the offer get revoked?  

  • The offer was contingent upon verification of the licensing

  • The recruiter revoked the offer in error

  • The offer was contingent upon educational verification

  • The offer wasn't signed by the candidate in a timely manner

Correct answer: The offer was contingent upon verification of the licensing

Contingent job offers are made when certain post-offer or pre-hire requirements must be met before officially starting work. Contingent offers can be made for a variety of reasons, including verification of licensing, verification of education, legal right to work in the United States, receipt of national security clearance, and confirmation of certification for job duties.

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