FREE PDF QUIZ 2025 THE BEST SHRM VALID SHRM-SCP TEST SIMULATOR

Free PDF Quiz 2025 The Best SHRM Valid SHRM-SCP Test Simulator

Free PDF Quiz 2025 The Best SHRM Valid SHRM-SCP Test Simulator

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q309-Q314):

NEW QUESTION # 309
A regional government office runs a media broadcasting station that is funded almost entirely by individual and corporate donations. An eight-person team is in charge of planning and coordinating the receipt of gifts including entertaining guests with the CEO and asking philanthropists for large contributions. The manager of the team is results-driven and has consistently led the team to achieve challenging goals for five years. The manager recently moved further away from the office to afford higher quality education. The manager sends an urgent email to the HR director indicating an immediate need to work remotely three days per week. The manager also wants to avoid commuting traffic and come into the office after 11 am. The office has a flexible schedule policy but it has not been reviewed in some time.
The office is composed of salaried employees who manage production and operations and hourly shift-work employees who carry out facility maintenance and food service. What should the HR director do to ensure policy revisions are fair for all employees?

  • A. Ask the CEO to identify the amount of telework that is likely to be approved for different positions.
  • B. Allow all office employees to utilize the telework option after receiving approval from their supervisors.
  • C. Review the current policy for telework options for salaried and hourly staff members.
  • D. Conduct an analysis to determine how the policy revision will affect both salaried and hourly staff members.

Answer: A

Explanation:
To ensure policy revisions are fair for all employees, the HR director should:
* Conducting Analysis: Perform a comprehensive analysis to understand how the proposed telework policy changes will impact both salaried and hourly employees. This involves collecting data on current work patterns, job roles, and employee preferences.
* Equity and Fairness: Evaluate the findings to ensure that any policy changes do not disproportionately benefit one group over another and that all employees have equitable access to flexible work options.
* Stakeholder Input: Involve key stakeholders, including managers and employees, in the analysis process to gather diverse perspectives and ensure that the policy revisions meet the needs of the entire workforce.
* Policy Review and Update: Based on the analysis, update the flexible work policy to reflect current needs and ensure it supports both operational goals and employee well-being.
* Communication: Clearly communicate the revised policy to all employees, explaining the rationale behind the changes and how they will be implemented.
This method ensures a thorough and fair approach to policy revisions, aligning with SHRM's guidelines on equitable and inclusive HR practices.


NEW QUESTION # 310
The HR and IT directors meet to discuss plans to purchase an applicant tracking system to support the continued growth of the organization. Which is the first step the directors should take?

  • A. Ensure scalability to support growth.
  • B. Evaluate any existing recruitment processes.
  • C. Research integration capabilities.
  • D. Determine the automation needs of the organization.

Answer: D

Explanation:
* Needs Assessment: Understanding the specific needs and pain points in the current recruitment process is essential for selecting an appropriate applicant tracking system (ATS).
* Customized Solutions: By identifying automation needs, the organization can choose an ATS that best fits its requirements, enhancing efficiency and effectiveness in recruitment.
* Stakeholder Input: Engaging stakeholders in determining these needs ensures that the system meets the practical demands of HR and aligns with the broader organizational goals.
* Future Growth: Considering automation needs helps ensure the chosen system can scale with the organization, supporting long-term growth and evolving recruitment strategies.
References:
* SHRM, "Choosing an Applicant Tracking System," available at SHRM.org.
* SHRM, "Automation in Recruitment: Best Practices," available at SHRM.org.


NEW QUESTION # 311
What is one provision of the Affordable Care Act (ACA) regarding preventive care?

  • A. Characterize all women,s health treatments as preventive.
  • B. The out-of -pocket cost for preventive care shall be capped at a percentage of the federal poverty level.
  • C. Preventive care shall be covered at 100% and is not subject to co-pays, deductibles, or coinsurance.
  • D. Insured members shall receive $1 million in coverage for preventive care.

Answer: D

Explanation:
As part of the Affordable Care Act (ACA), preventive care, vaccines, and screenings are no longer subject to copayments, deductibles, or coinsurance. There are also expanded protections for women's health services.


NEW QUESTION # 312
What is the most important action to take before initiating recruitment efforts to fill an open position?

  • A. Define the skills needed for the position.
  • B. Build a candidate pipeline.
  • C. Determine where the position will be advertised.
  • D. Determine the appropriate compensation level for the position.

Answer: C

Explanation:
The most important first step before beginning a recruitment process is defining the needed skills an incumbent should have to be successful in the role. Once this list is established, that will help define compensation, optimal advertising sources, and finally, qualified candidates.


NEW QUESTION # 313
After meeting with each of the on-site team members, the manager and HR representative discover that some of the miscommunications likely stem from the differences in life experiences and expectations that come with team members being from different generations. How should the manager most effectively coach a multigenerational workforce?

  • A. Observe team meetings and when miscommunication arises, mediate the conversation toaid each team member in better understanding the other.
  • B. Assign projects that force each team member to work one-on-one with the other in order tofast-track communication strategy development.
  • C. Assign tasks that align with the generational strengths of each employee, such as computerwork for the younger employee and mentoring roles for the older employees.
  • D. Determine each team members individual strengths and challenges through individualcoaching sessions and set goals for each individual to use his or her strengths to contributeto the team.

Answer: D

Explanation:
It is important for managers to not get lost in the stereotypes of generational differences (A) and recognize each employee for his or her individual strengths and challenges. Those strengths may or may not align with generational expectations, and they will vary by individual and must be addressed as such. By focusing on the strengths of each employee, the manager can help the team to see the value in each other and lean into each members strengths in order to improve the work outcomes of the site. As an of f-site manager, mediating all conversations (C) is inefficient and unlikely to be effective. Forcing conflicting team members to work together (D) without addressing the challenges at hand can end up exacerbating the conflicts and lead to more drastic negative outcomes.


NEW QUESTION # 314
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