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

1. How long is an H-IB visa valid?

A) One year, then renewable each subsequent year
B) Three years
C) Three years, then renewable for another three years, for a total of six years
D) An indefinite period of time

2. 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) Approve the employee,s request as he still has Family and Medical Leave Act (FMLA) leave available.
B) Decline the employee,s request as this would clearly present a hardship on his department.
C) Require that the employee uses vacation time or paid time of f as this would not qualify for FMLA
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.

3. With the growth of the company, the executive team is discussing changing the organizational structure to group departments under its main product divisions. How can the HR manager best support this effort?

A) Research types of organizational structures, and present the advantages and disadvantagesof each to the executive team.
B) Meet with department heads to hear their opinions and concerns regarding the company srestructure.
C) Develop employee engagement initiatives for each step of the change process.
D) Communicate the restructure to all affected employees, addressing any questions andconcerns.

4. How would you advise the supervisor to handle this problem employee?

A) The supervisor should focus on supporting the other team members. Thank them for picking up the slack, and let them know they can stop by any time to discuss concerns.
B) The supervisor should send an email to him/her summarizing the disrespectful behavior and specific attendance issues. This would serve as valuable documentation later if needed.
C) The supervisor should focus on the medical condition and refer the employee to human resources to discuss an accommodation or possible Family and Medical Leave Act (FMLA) leave.
D) The supervisor should have a direct conversation with the employee focused on his/her performance and attendance. Going forward, the supervisor should begin documenting each instance of bad behavior.

5. Given Peter's personality, how would you go about delivering a work assignment to him?

A) In your next regularly scheduled one-on-one meeting, ask for his input on which assignmenthe'd like to work on. Give him the assignment of his choice.
B) You would bring it up in your next weekly one-on-one meeting with the opportunity forPeter to ask follow-up questions.
C) Send an email with the work assignment details, with the explanation that you will discussit at your next regularly scheduled one-on-one meeting.
D) No different than any other team member, it would be discussed in the regular weekly teammeetings.

Solutions: