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

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SHRM SHRM-SCP Exam Syllabus Topics:

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

Question 1

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. Set up interviews with entry-level employees to identity factors responsible for the retention of current employees.
B. Administer a job satisfaction survey to compare responses of employees who satisfy their pay and those who did not.
C. Track whether conversion rates from applicant to employee increase for entry-level positions.
D. Track online reviews about the company by employees and candidates.

Question 2

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 office is composed of salaried employees who manage production and operations and hourly shift-work employees who carry out facility maintenance and food service. What should the HR director do to ensure policy revisions are fair for all employees?

A. Allow all office employees to utilize the telework option after receiving approval from their supervisors.
B. Ask the CEO to identify the amount of telework that is likely to be approved for different positions.
C. Review the current policy for telework options for salaried and hourly staff members.
D. Conduct an analysis to determine how the policy revision will affect both salaried and hourly staff members.

Question 3

What protects a company from having to pay for legal costs and settlement fees in case an employee sues?

A. EAP
B. ADR
C. COBRA
D. EPLI

Question 4

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

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

Question 5

What types of human resource metrics would you calculate to quantify the severity of the issue?

A. Retention rate
B. Performance and potential
C. Turnover rate
D. Time since last promotion

Solutions: