TRUSTABLE SHRM EXAM SHRM-SCP SAMPLE - SHRM-SCP FREE DOWNLOAD

Trustable SHRM Exam SHRM-SCP Sample - SHRM-SCP Free Download

Trustable SHRM Exam SHRM-SCP Sample - SHRM-SCP Free Download

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Tags: Exam SHRM-SCP Sample, SHRM-SCP New Learning Materials, SHRM-SCP Certification Practice, Exam SHRM-SCP Voucher, SHRM-SCP Answers Free

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q238-Q243):

NEW QUESTION # 238
The president of a large company is planning to retire soon. The president has been with the company for 40 years, the longest tenure of any employee in the company, and has been president for the last 10 years. In addition to replacing its top leader, the company is also in the midst of conducting strategic planning for the next three years. The HR director has been placed in charge of overseeing the selection and transition process for the new president and has organized a search committee consisting of external board members. The search committee has identified three internal candidates for the position and must move forward with the process of selecting one to be president.
Senior leaders at the company have learned of the upcoming transition and the identity of the candidates. What should the HR director do to ensure the senior leaders stay with the company even if their favored candidate is not selected for the job?

  • A. Allow all senior leaders to have a vote in the final selection decision.
  • B. Hold town hall meetings with the new president for senior leaders to express their concerns.
  • C. Advise the new president to meet with each senior leader individually.
  • D. Implement a profit-sharing program that applies to all senior leaders.

Answer: C

Explanation:
* Personal Engagement:
* Building Relationships: Individual meetings help the new president build personal relationships with senior leaders, fostering trust and collaboration.
* Addressing Concerns: These meetings provide an opportunity for senior leaders to express their concerns and for the new president to address them directly.


NEW QUESTION # 239
What criteria is the LEAST important to consider when deciding on training delivery methods and course durations for the new program?

  • A. Legal obligations to remain compliant
  • B. The content of the training being delivered
  • C. Current training delivery methods and course durations
  • D. Workplace logistics and preferred learning styles of employees-that is, are there field-based employees who may not have easy access to a learning management system, orperhaps employees aren,t able to step away from their desks for long durations

Answer: C

Explanation:
Current training delivery methods and course durations should not be an important factor in deciding how to structure the new training program. Human resources should factor in legal obligations and logistical requirements. In addition, some training content is best delivered in person rather than online-for instance, training that needs discussion or opportunities for learners to ask questions.


NEW QUESTION # 240
What is an employee's right to have union representation during a disciplinary interview at the workplace called?

  • A. Right to counsel
  • B. Weingarten rights
  • C. Loudermill rights
  • D. Garrity rule

Answer: C

Explanation:
A union member has the right to union representation in an investigatory interview that may result in discipline, and this right is known as "Weingarten."


NEW QUESTION # 241
When conducting a strengths, weaknesses, opportunities and threats (SWOT) analysis, what portion may be accomplished by a political, economic, social and technological (PEST) analysis?

  • A. Strengths and weaknesses
  • B. Opportunities and threats
  • C. Weaknesses and threats
  • D. Strengths and opportunities

Answer: C

Explanation:
A political, economic, social and technological (PEST) analysis is a method of obtaining and reviewing data from external influences to the organization.


NEW QUESTION # 242
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 firm's current managers they should not expect to receive salary adjustments this year.
  • B. Send an email to all staff explaining how job market changes are making it difficult to hire experienced managers.
  • C. Notify the CEO that HR's budget will be completely exhausted if the firm hires the three top candidates.
  • D. Ask the CEO to provide all staff with a detailed explanation of the business need for experienced leaders.

Answer: C

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 # 243
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