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SHRM SHRM-SCP Exam Syllabus Topics:

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

Question 1

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

A. 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.
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 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.
D. 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.

Question 2

According to Maslow's Hierarchy of Needs, what follows the need for feeling valued and respected as the highest step in the pyramid?

A. Self-actualization
B. Physiological (i.e., hunger and thirst needs)
C. Love and belonging
D. Safety and security

Question 3

After implementing a new performance management system and other changes, the company sees an increase in productivity.
The performance of most of the developers has improved significantly. However, four developers were terminated for continuously failing to meet performance standards. The HR department is now tasked with filling the four open positions. What is an important step the HR team should take?

A. Update current job descriptions to reflect the implementation of the new performancemanagement system.
B. Build a strong employment brand to position the company as an employer of choice.
C. Utilize internet recruiting to build a large pool of both active and passive candidates.
D. Meet with the project directors to determine the knowledge, skills, and abilities a candidateneeds to be successful.

Question 4

What is the biggest disadvantage of having a remote workforce?

A. Home-based employees being likely to encounter too many distractions and not being asefficient
B. Possible safety and risk concerns for employees to hurt themselves away from the of the
C. The possibility for employees to misrepresent their work time
D. Lack of communication between coworkers and employees and managers

Question 5

A regional government office runs a media broadcasting station that is funded almost entirely by individual and corporate donations. An eight-person team is in charge of planning and coordinating the receipt of gifts including entertaining guests with the CEO and asking philanthropists for large contributions. The manager of the team is results-driven and has consistently led the team to achieve challenging goals for five years. The manager recently moved further away from the office to afford higher quality education. The manager sends an urgent email to the HR director indicating an immediate need to work remotely three days per week. The manager also wants to avoid commuting traffic and come into the office after 11 am. The office has a flexible schedule policy but it has not been reviewed in some time.
The regional government office has been slow to adopt new management approaches, which has made it difficult for the office to compete for top talent in the regional workforce. What should the HR director do to ensure buy-in from managers and executives regarding changes to the telework policy?

A. Review exit interview surveys of employees who have left the company.
B. Invite managers and executives to a meeting to discuss the office succession planning approach.
C. Invite HR representatives from other organizations to talk about their strategies with office executives.
D. Research telework best practices and their effect on engagement and retention.

Solutions: