SHRM-SCP EXAM SAMPLE ONLINE, SHRM-SCP RELIABLE EXAM REGISTRATION

SHRM-SCP Exam Sample Online, SHRM-SCP Reliable Exam Registration

SHRM-SCP Exam Sample Online, SHRM-SCP Reliable Exam Registration

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Tags: SHRM-SCP Exam Sample Online, SHRM-SCP Reliable Exam Registration, SHRM-SCP Reliable Exam Simulations, Testing SHRM-SCP Center, SHRM-SCP Study Guides

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SHRM-SCP exam study guide

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q107-Q112):

NEW QUESTION # 107
Which method is most effective for detecting asset misappropriations, such as cash skimming and fraudulent disbursements, by employees in the workplace?

  • A. Implementing a lip line and proactive data monitoring by management
  • B. Installing video surveillance in customer areas including parking lots
  • C. Engaging an external auditor to review transactions on a regular basis
  • D. Conducting comprehensive pre-employment background screens and credit checks

Answer: A

Explanation:
Tip Line Implementation: Establishing a confidential tip line allows employees and other stakeholders to report suspicious activities anonymously. This can be a hotline, an email address, or an online reporting system.


NEW QUESTION # 108
What does Title II of Genetic Information Nondiscrimination Act (GINA) prohibit?

  • A. Unauthorized sharing of protected health information
  • B. Discrimination of employees or applicants based on genetic information
  • C. Discrimination of employees or applicants based on gender identity
  • D. Discrimination of applicants based on disability status

Answer: B

Explanation:
Under Title II of the Genetic Information Nondiscrimination Act (GINA), it is illegal for employers to base any type of hiring decision (promotions, hiring, and/or firing) based on genetic information such as family medical history or the likelihood that they may contract a disease or illness.


NEW QUESTION # 109
What can someone improve on to become an impactful communicator?

  • A. Multitasking
  • B. Giving feedback
  • C. Emotional intelligence
  • D. Vocal qualities

Answer: D

Explanation:
Being an impactful communicator involves effective listening. integrity, trustworthy appearance, good eye contact, good posture, a well-projected voice, and appropriate gestures.


NEW QUESTION # 110
A start-up technology company is growing rapidly, and senior leadership would like the company to be publicly traded in the near future. The company regularly exceeds its financial goals, but outside analysts express concerns about the inconsistent practices and procedures within the company. The company values innovation, and very little attention is paid to documenting or standardizing work processes. This provides employees with a great deal of freedom to experiment in their roles, but it also leads to confusion about individual assignments and areas of responsibility. In preparation for a public offering, the company's leadership asks the HR director to gather information on best work practices in every functional area and create the required documentation.
The HR director does not have the technology knowledge necessary to understand many of the best work practices recommendations provided by employees. What should the HR director do to ensure all information included in the best work practices documentation is accurate?

  • A. Contact administrative assistants in each department to answer technical questions.
  • B. Conduct online research to verity that the company's best work practices meet industry standards.
  • C. Ask the employees' managers to proofread all best work practices documentation to ensure they reflect accurate information.
  • D. Create teams of employees in each department that can create, edit, and approve all best work practices documentation relevant to the department.

Answer: D

Explanation:
Creating teams of employees in each department to handle the documentation process ensures that the best work practices are accurately captured by those who are most familiar with the technical and operational aspects of their respective areas. This collaborative approach leverages the expertise and firsthand experience of departmental staff, leading to more accurate and comprehensive documentation.
Step-by-Step Explanation:
* Form Teams: Assemble teams within each department consisting of employees who are knowledgeable about the specific work processes. This ensures that the documentation is created by those who are directly involved in the work and understand the nuances of their tasks.
* Collaborative Creation: The teams collaborate to document best practices, ensuring that all relevant details are captured accurately. This collaborative effort helps in identifying and documenting processes that are effective and efficient.
* Review and Approval: Once the documentation is drafted, it is reviewed and edited by the same team members to ensure accuracy. The final version is then approved by the team, providing an additional layer of validation.
* Departmental Expertise: This approach ensures that the HR director does not need to have in-depth technical knowledge of each department. Instead, the responsibility for accurate documentation rests with those who have the necessary expertise.
References:
* SHRM guidelines on effective documentation practices
* Best practices for collaborative work in organizational development


NEW QUESTION # 111
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.
Although the leadership team initiated the project, a few members express concerns that the project is not a good use of the facility's funds. They are skeptical that the project will lead to any tangible benefits for the facility. Which action should the HRBP take to address the leadership team's opposition to the project?

  • A. Compile case studies of real-world examples where poor company culture resulted in organizational failure.
  • B. Finish gathering data for the project before addressing the leaders' concerns.
  • C. Justify the investment in the project by highlighting the return on investment in relation to costs of turnover.
  • D. Provide examples of steps the facility may choose to take to improve company culture during later phases of the project.

Answer: C

Explanation:
To address the concerns of skeptical leaders, it is important to present a clear business case for the project.
Here's how:
* Financial Impact: Highlighting the return on investment (ROI) by comparing the costs of the project with the potential savings from reduced turnover can make a compelling case. High turnover rates are costly due to expenses related to recruitment, training, and lost productivity.
* Evidence-Based Approach: Providing data and research on how improving company culture can lead to better employee retention, higher productivity, and overall organizational success can help in gaining support.
* Long-Term Benefits: Emphasizing the long-term benefits of a positive company culture, such as enhanced employee engagement, better performance, and stronger employer brand, can convince leaders of the project's value.
* Strategic Alignment: Demonstrating how the project aligns with the organization's strategic goals and contributes to its mission can further justify the investment.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on strategic HR management and ROI in HR projects


NEW QUESTION # 112
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