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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. Which is the best approach to improve a benefit program's impact on employee retention?

A) Implementing new benefits based on benchmarks
B) Increasing awareness of available benefits
C) Targeting benefits to the needs of specific groups
D) Assessing benefit efficiency and cost-effectiveness

2. The HR team checks in with the different sales teams to gather feedback on implemented changes as a result of the expansion efforts. Although most teams give positive feedback, one team displays low employee morale. To find out more, the HR team conducts interviews with representatives from this team. They find out that the sales team manager of ten makes inappropriate comments and derogatory remarks about older employees. The HR business partner reports these findings to the head of sales. In their discussion, the head of sales urges the HR business partner to not upset the team manager because he has close relationships with major accounts that the company cannot afford to lose. What should the HR business partner do next?

A) Report the findings to the CEO, conduct an investigation, and take the necessary steps tostop the manager,s behavior.
B) Recommend hiring additional sales staff to decrease stress and pressure on the team.
C) Keep a close eye on the manager to see if further incidences occur.
D) Provide coaching and training to the manager to improve his communication andleadership style.

3. Which of the following DE&I tools would be most effective at creating a sense of belonging for employees of a diverse workforce who are spread across the country?

A) Employee surveys
B) Unconscious bias training
C) Employee resource groups
D) Per formative ally ship

4. 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.

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

Solutions: