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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. The vice president of human resources meets with the talent manager to discuss the retention challenges. What's the best course of action?

A) Give all employees a cost-of -living pay increase and add nonmonetary incentives to payplans.
B) Ensure that a realistic job and pay preview is provided to candidates during the hiring andon boarding process.
C) Research competitor pay rates, obtain other market compensation data, and establish new,more competitive pay plans.
D) Position the company as an employer of choice by of fering perquisites such as companycars, a wellness program, and memberships.

2. A newly hired chief human resource officer (CHRO) discovers a flaw in the time-keeping policy that allows senior executives to receive full salaries and benefits without working the expected full-time hours. The CHRO reviews corporate data and identifies three senior executives in the sales department who regularly worked half the expected full-time hours for the past two years. The CHRO also discovers that the sales department has the lowest levels of employee engagement and morale across the corporation. However, the CHRO knows these three senior executives have been with the corporation for over a decade and have established strong alliances with the CEO. The CHRO presents the issue to the CEO and learns the CEO was unaware of the flaw in the policy. The CHRO and CEO agree to discuss the issue during the next executive team meeting.
During the executive team meeting, the sales department senior executives make allegations about the CHRO's professional qualifications that the CHRO knows are false. Which action should the CHRO take?

A) Request that the sales department senior executives provide tangible evidence that supports the allegations.
B) Advise the sales department senior executives to behave in a professional manner.
C) State that the allegations made by the sales department senior executives are not true.
D) Invite the sales department senior executives to meet with the CHRO after the executive team meeting to discuss the allegations.

3. What is the most significant morale destroyer that middle managers of ten face as a function of their role?

A) Difficult employee relations issues
B) Changing directives from upper management
C) Alack of authority from upper management in application of policies
D) Low compensation relative to the level of responsibility

4. Which demand forecasting methodology best supports a workforce management strategy regardless of industry?

A) Work study
B) Managerial judgment
C) Ratio-trend
D) Technological forecast

5. 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) Track online reviews about the company by employees and candidates.
C) Set up interviews with entry-level employees to identity factors responsible for the retention of current employees.
D) Administer a job satisfaction survey to compare responses of employees who satisfy their pay and those who did not.

Solutions: