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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. A global manufacturing organization is dealing with a high level of attrition among machine operators as well as difficulty recruiting machine operators at a recently acquired factory. The HR director is attempting to address the issue. During exit interviews, multiple employees mention they are leaving to take higher-paying jobs at other companies in the area. The HR director of the factory in that country believes that the company needs to raise the salaries of the machine operators to address this. The HR director contacts the chief human resource officer (CHRO) to discuss the need for a salary adjustment. The CHRO is located in another country and has never been to the country where the factory is located. The CHRO reviews the most recent salary study for the region and indicates that the salaries the company is paying are competitive with other companies in the region. The CHRO also says that due to recent increases in operating expenses and declines in revenue, it would be financially irresponsible to provide raises.
The HR director feels that the executive team located in another country, does not understand the nuances of the local culture and the way the factory operates. What should the HR director do?

A) Prepare a report describing the aspects of the factory that the executive team needs to understand.
B) Record a webinar describing the aspects of the factor/ that the executive team needs to understand.
C Email the executives inviting them to contact the HR director with any questions about the factory
C) Conduct cultural sensitivity training for everyone on the executive team.

2. What should the HR manager do when he becomes aware of this practice?

A) HR should recommend eliminating the voucher program to prevent misuse.
B) The HR manager should talk to the front desk receptionists to find out how common thepractice is.
C) The HR manager should make the hotel front of the manager aware that the practice isproblematic and needs to be addressed.
D) Because the hotel front of the manager is aware and approves of the practice, HR does notneed to act.

3. How would you handle this situation?
A new father, who has not exhausted his Family and Medical Leave Act (FMLA) leave for the year, has requested the next 12 Fridays of f to care for his new baby. He cites
"baby bonding time" under the FMLA law and feels that this intermittent leave qualifies. His supervisor has expressed the challenge this will present his department as they usually have a time-sensitive report to submit each Friday.

A) Require that the employee uses vacation time or paid time of f as this would not qualify for FMLA
B) Approve the employee,s request as he still has Family and Medical Leave Act (FMLA) leave available.
C) Decline the employee,s request as this would clearly present a hardship on his department.
D) Speak with the supervisor to see if other employees in the department would be able to work overtime on Fridays to cover the absence of this employee. If so, allow the request.

4. In the instance of Family and Medical Leave Act (FMLA) -protected leave, new mothers' and fathers' rights differ in what way?

A) New mothers can take the entire 12 weeks; new fathers may only take leave for bondingpurposes.
B) They have the same rights-both can take time for bonding with the newborn, and the mother can take time for the period of disability. A new father can take the time to care for his spouse during the recovery period.
C) They have the same rights; however, they may not take the leave at the same time.
D) New mothers can take the entire 12 weeks: new fathers may onlytake leave to care for their spouse during the period of disability, which ranges from six to eight weeks.

5. A nonprofit health care facility conducts an engagement and culture survey, and the results indicate that employees throughout the organization believe leadership engages in favoritism by providing unequal opportunities for staff. General perceptions of the company's culture are poor, and many employees report intentions to leave their jobs. Several additional concerning findings are isolated to the philanthropic department, which is responsible for acquiring donors and securing charitable partnerships. Employees from this department report poor working relationships among staff, including gossiping and bullying among co-workers. Although the leadership team is aware of the poor working relationships in the philanthropic department, they have not asked the department director to address the issues because of the department's outstanding performance in recent years. However, after considering the recent survey results the leadership team decides to initiate a project to address the culture issues at the facility overall and within the philanthropy department specifically. The operations VP will oversee the project and ask an HR business partner (HRBP) to lead the project. The VP of operations requests that the HRBP collect additional survey data and conduct focus groups during the first phase of the project.
Some members of the leadership team provide the HRBP with a list of employees that they think would be good participants for the focus groups. These leaders are adamant that the HRBP should draw participants from the list. Which action should the HRBP take?

A) Remind the leaders that the operations VP asked the HRBP to lead the project.
B) Explain to the leaders why using only employees from the list might exclude important perspectives.
C) Inform the leaders that HR will follow best practices when selecting focus group participants.
D) Conduct one focus group with the recommended employees and one with randomly selected employees.

Solutions: