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SHRM-SCP Mock Test - Realistic SHRM Senior Certified Professional (SHRM-SCP) Mock Test Pass Guaranteed

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q132-Q137):

NEW QUESTION # 132
A person is described as being single and a recent college graduate from San Francisco.
What layer is this description referring to?

A. Personal dimension
B. External dimension
C. Internal dimension
D. Organizational dimension

Answer: C

Explanation:
According to the layers of diversity model by Gardenswartz and Rowe, the external dimension includes a person's marital status, education, and place of residence.

NEW QUESTION # 133
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. Prepare for increased turnover by building a talent pool.
B. Offer additional training to agents whose performance has decreased.
C. Arrange for all agents to attend a second day of training on the new sof tware program.
D. Hold agents accountable for their decreased performance, setting clear expectations.

Answer: B

Explanation:
The CHRO displays the ethical practice competency by promoting fairness when she notices that the new technology has become a disadvantage for the more tenured and less computer-savvy employees. She shows awareness that new technology' can lead to performance gaps between the younger and older workforce. To give all employees a fair chance, the company needs to of fer more training and support to the less computer-savvy employees.

NEW QUESTION # 134
What is an ineffective approach for a supervisor to deliver feedback to a struggling employee?

A. The supervisor should provide some praise around the things the employee is performing well.
B. The supervisor should make performance expectations clear.
C. The supervisor should list each area of deficiency and how it impacts the team and/or organization.
D. The supervisor should provide specific examples of instances in which the employee had a misstep.

Answer: C

Explanation:
When providing feedback a supervisor should limit the focus to one or two areas of deficiency. Otherwise, it tends to make the employee feel defensive.

NEW QUESTION # 135
Since the vice president of HR has significant experience with leading change initiatives, the executive team asked him what they can expect from employees once this change initiative is rolled out. What advice can he give?

A. There is likely to be an initial increase in turnover.
B. There is likely to be an initial decrease in customer satisfaction.
C. There is likely to be an initial drop in performance.
D. There is likely to be an initial lack of trust in leadership.

Answer: C

Explanation:
When change is introduced, there is likely to be some initial decline in performance, which is known as the "J curve." Employees of ten react to change with resistance and rejection. As a result, productivity declines. If the change initiative is managed well, then employees will come to accept the change, and performance will ideally increase above the initial level.

NEW QUESTION # 136
The HR manager at a consulting firm notices a rapid increase in the demand for experienced leaders. The increase is making it difficult to hire managers at the same rate of pay compared to one year ago. The firm presently has three open manager positions and the three top candidates are demanding annual salaries higher than current managers' salaries. This morning the firm's CEO sent a companywide email announcing that staffing the job openings is a top priority to meet business demands. The email also indicated the firm is willing to pay a referral bonus. The HR manager knows that staffing the job openings will completely exhaust HR's budget, leaving no money to pay referral bonuses or make salary adjustments for incumbents. While reviewing the candidates' resumes the HR manager receives an email from an incumbent manager stating that the manager discovered the firm is offering higher salaries to applicants with less experience. The email also states the incumbent manager no longer trusts the leadership team and is going to seek other employment opportunities.
Which action should the HR manager take to communicate the hiring challenges HR is experiencing?

A. Notify the CEO that HR's budget will be completely exhausted if the firm hires the three top candidates.
B. Notify the firm's current managers they should not expect to receive salary adjustments this year.
C. Ask the CEO to provide all staff with a detailed explanation of the business need for experienced leaders.
D. Send an email to all staff explaining how job market changes are making it difficult to hire experienced managers.

Answer: A

Explanation:
* Budget Constraints Awareness: The HR manager needs to ensure that the CEO is fully aware of the budget constraints that hiring the top candidates would create. This is crucial to prevent financial issues and ensure that the CEO understands the limitations of the current budget.
* Strategic Decision-Making: By notifying the CEO, the HR manager ensures that any decision made regarding hiring and compensation is aligned with the company's financial strategy and business priorities. This allows the CEO to make an informed decision on whether to proceed with hiring at the higher salaries or to adjust the hiring strategy.
* Transparency and Communication: This approach promotes transparency within the leadership team, fostering an environment where financial realities are openly communicated and considered in decision-making processes.
* Resource Allocation: It allows the CEO to consider reallocating resources or increasing the HR budget to accommodate the hiring needs without compromising other financial obligations such as referral bonuses or salary adjustments for current employees.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on budget management and strategic HR communication

NEW QUESTION # 137
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