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SHRM SHRM-SCP Exam Syllabus Topics:

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

Question 1

A small technology company needs to design and create a marketing campaign for a new software product it plans to offer in three months. Which type of worker should the HR manager select for the project?

A. Contract
B. Temporary
C. Part-time
D. On-call

Question 2

Which is a role of HR as it relates to complying with the International Labor Organization's unfair labor practices?

A. Remuneration that exceeds the prevailing wage for the occupation
B. Offer relevant language courses after work hours at a convenient location.
C. Inform migrant workers in their native language of their rights to equal opportunity.
D. Reunite migrant workers with dependent children and spouses.

Question 3

The HR business partner becomes aware of high turnover throughout the organization. It has created so many vacancies that the recruiting team is not able to keep up with filling them. However, the CEO is pleased with the company's sales performance and says the turnover is the nature of the business and the recruiting team needs to work harder to fill the openings. What should the HR business partner do?

A. Provide training and development opportunities for employees to improve retention.
B. Review exit interviews to determine the root cause of the retention problem.
C. Outsource recruiting requests that the in-house recruiters are unable to fill.
D. Focus all efforts of the HR team on filling the open positions.

Question 4

A new HR director is hired into the HR department of one at a midsize, engineering company. The HR director immediately notices that, unlike all other major departments, HR is never invited to any important meetings, or involved in strategic discussions. The president of the company sees the sole use of an HR department as meeting legal requirements and the core duties of the HR director are to onboard new employees, help them complete their paperwork and address employee complaints. The HR director sees several areas where HR can add value to the company such as improving employee engagement, automating various HR systems, and introducing a performance review process. The HR director recognizes that the company needs one to two additional HR employees to truly be able to implement these important initiatives.
When the HR director asks the president about the possibility of hiring two new HR employees, the president laughs and replies that one HR employee is costing the company more than enough.
While developing the performance appraisal system, several employees explain to the HR director that they largely work independently, making it difficult to provide ratings for others. What approach should the HR director propose to meet the needs of the company?

A. Design a new performance management system focused on the achievement of individual goals tied to organizational goals.
B. Restructure employees' work so that they work more collaboratively.
C. Ask managers to make ratings based on documentation and material provided by the individual employees.
D. Introduce more concrete performance criteria including the number of projects completed and client satisfaction ratings.

Question 5

In a meeting with the executive leadership team, a strict performance management system with the goal of terminating underperforming employees is being discussed. How should the HR manager, who is attending the meeting, react when asked to implement the new system?

A. The HR manager should implement the system as asked by the executive leadership team.
B. The HR manager should point out the difficulty of hiring new developers, and challengemanagement to look at the underlying reasons for the low performance.
C. The HR manager should address the lack of communication between the developers andtheir managers as a potential reason for the performance issues.
D. The HR manager should discuss employee engagement initiatives that can improveemployee performance.

Solutions: