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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. What criteria is the LEAST important to consider when deciding on training delivery methods and course durations for the new program?

A) Workplace logistics and preferred learning styles of employees-that is, are there field-based employees who may not have easy access to a learning management system, orperhaps employees aren,t able to step away from their desks for long durations
B) Legal obligations to remain compliant
C) The content of the training being delivered
D) Current training delivery methods and course durations

2. How would you approach the situation as a human resource representative?

A) Coach the supervisor to have a conversation with the employee privately.
B) Call the employee,s emergency contact on file, and inquire if something has changed withthe employee recently.
C) Require that the employee complete a drug test before any conversation occurs.
D) Pull the employee into a private conference room along with the supervisor. Explain thestrange behavior that you and the supervisor have witnessed, and ask for an explanation.

3. A company's CEO will address all employees on the closing down of the call center operations as a result of outsourcing. The HR business partner (HRBP) was tasked to help the CEO craft the message and accompanying presentation. Who is considered the source in this situation?

A) The HRBP
B) All employees
C) The company
D) The CEO

4. A large retail company opens a distribution center directly across the street from a small competing firm's distribution center and posts a sign advertising open entry-level positions. The plant manager of the small firm notices that the sign indicates the advertised salary is higher than what the firm pays its entry-level employees.
The plant manager is concerned employees will leave the firm to seek work at the competing company. The plant manager notifies the HR manager of the pay differences and requests immediate pay matching for all entry-level employees. The HR manager sets up a meeting with the plant manager, compensation manager, and HR business partner to discuss the issue. They decide to increase base pay to match the competitor's base pay but only for a subset of entry-level roles identified as critical. They also decide to put the pay increase into effect immediately, and the HR manager agrees to monitor the situation over the next three months.
How should the HR manager analyze the impact of the pay increase on entry-level employees over the three-month period?

A) Track whether conversion rates from applicant to employee increase for entry-level positions.
B) Administer a job satisfaction survey to compare responses of employees who satisfy their pay and those who did not.
C) Track online reviews about the company by employees and candidates.
D) Set up interviews with entry-level employees to identity factors responsible for the retention of current employees.

5. The company recently introduced a new state-of -the-art sof tware program that transforms the way insurance agents put together portfolios, calculate rates, and create presentations for customers. Due to the complexity of the new sof tware, the company had all insurance agents go through a one-day training to become familiar with the new tool. After a couple of weeks, the CHRO notices that some of the more tenured agents are struggling with using the new sof tware program and have decreasing sales. What should the CHRO do?

A) Offer additional training to agents whose performance has decreased.
B) Arrange for all agents to attend a second day of training on the new sof tware program.
C) Hold agents accountable for their decreased performance, setting clear expectations.
D) Prepare for increased turnover by building a talent pool.

Solutions: