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

1. A small company in the energy industry has a policy that states that employees who work overtime hours will be compensated with leave rather than with cash. Due to the nature of the industry, overtime work is common for employees who work in departments within the company's core areas of operations. Employees throughout the company have been unhappy with this policy for many years, but have remained willing to work overtime hours when asked. However, managers are becoming increasingly reluctant to approve the leave that employees have earned because it leads to staffing shortages. As a result, more and more employees are refusing to work overtime hours. Senior leaders ask the company's HR business partner (HRBP) to investigate the problem further and to provide a solution. Senior leaders accept a recommendation from the HRBP to amend the current overtime policy to provide overtime pay to employees in the core areas of operations.
Because they work so little overtime no change is recommended for employees in the administrative areas.
The administrative employees complain that the new policy is unfair. What should the HRBP do?

A) Meet with administrative employees to address their concerns and explain the rationale behind the business decision.
B) Conduct a salary review for administrative staff to ensure they are being paid competitively.
C) Invite administrative employees to discuss their concerns with HR.
D) Tell the administrative employees that they should document their grievances in writing so that HR can formally present their complaints to the company's senior leaders

2. A company in a competitive industry starts a two-year integration strategy aimed at being an innovator in a particular area. The chief human resource officer is asked to lead the project team and deliver within a required timeline. What advantage does Agile have over Lean Six Sigma in this situation?

A) Agile has many small projects: Lean has one project at a time.
B) Agile demonstrates progress and getting it done. Lean focuses on validated learning.
C) Agile is flexible and adaptable. Lean is structured and measured in pace.
D) Agile focuses on customer satisfaction Lean is focused on customer value by eliminating waste.

3. The information technology (IT) department is not affected by any of the layof fs. One employee was recently terminated for poor performance. Despite management assuring the IT staff that the department is not participating in the layof fs, rumors circulate that the terminated employee was laid of f and that there might be more terminations coming. One employee questions the IT manager about the reason for their coworker's termination. How should the manager respond?

A) Request that the employee stop spreading rumors within the department
B) Explain that the coworker,s termination was due to performance issues.
C) Direct the employee to the HR department for an answer.
D) Inform the employee that he is unable to discuss his coworker,s termination.

4. At a regional power company, managers are in charge of assigning training and development opportunities to their employees. These opportunities are sponsored by the company, and employees are entitled to their regular pay while attending training and development sessions. Recently, there has been a growing number of complaints that managers were engaging in favoritism by only assigning these training and development opportunities to their favorite employees. Favoritism violates company policy, which states that all employees must be given equal opportunities. The HR director aims to address this issue.
Senior leaders at the company express a desire to eliminate training and development opportunities because they have become too costly for the company. What should the HR director do?

A) Analyze industry trends on the relationship between business performance and training and development opportunities.
B) Implement blended training approaches to decrease training costs.
C) Survey employees on their perceived effectiveness of training and development in improving their performance.
D) Conduct a cost-benefit analysis on providing training and development opportunities to employees.

5. A start-up technology company is growing rapidly, and senior leadership would like the company to be publicly traded in the near future. The company regularly exceeds its financial goals, but outside analysts express concerns about the inconsistent practices and procedures within the company. The company values innovation, and very little attention is paid to documenting or standardizing work processes. This provides employees with a great deal of freedom to experiment in their roles, but it also leads to confusion about individual assignments and areas of responsibility. In preparation for a public offering, the company's leadership asks the HR director to gather information on best work practices in every functional area and create the required documentation.
The HR director does not have the technology knowledge necessary to understand many of the best work practices recommendations provided by employees. What should the HR director do to ensure all information included in the best work practices documentation is accurate?

A) Contact administrative assistants in each department to answer technical questions.
B) Create teams of employees in each department that can create, edit, and approve all best work practices documentation relevant to the department.
C) Conduct online research to verity that the company's best work practices meet industry standards.
D) Ask the employees' managers to proofread all best work practices documentation to ensure they reflect accurate information.

Solutions: