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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q37-Q42):

NEW QUESTION # 37
Which is a characteristic of an HRIS program that improves the value of an organization's data?

A. Data that can be shared and is widely accessible without many restrictions
B. Data storage procedures that encourage knowledge workers to retain data on an individual basis
C. Data management procedures that prevent the editing, adjusting, and adding of information
D. Data that supports decision-making through the sharing of information

Answer: D

Explanation:
* Decision-Support Systems: An HRIS should include decision-support systems that provide managers with access to relevant and timely data for making informed decisions. This includes dashboards, analytics, and reporting tools.

NEW QUESTION # 38
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. Introduce more concrete performance criteria including the number of projects completed and client satisfaction ratings.
B. Ask managers to make ratings based on documentation and material provided by the individual employees.
C. Restructure employees' work so that they work more collaboratively.
D. Design a new performance management system focused on the achievement of individual goals tied to organizational goals.

Answer: D

Explanation:
* Understanding Independent Work Structure:
* Challenge: Employees work independently, making it difficult to rate each other.
* Solution: Focus on individual performance rather than peer evaluations.

NEW QUESTION # 39
Which documentation strengthens a claim of harassment against an employer?

A. Location where the harassment occurred
B. Details of the harassment type
C. Names of witnesses to the harassment
D. Instances of retaliatory behavior

Answer: C

Explanation:
The names of witnesses to harassment strengthen a claim of harassment against an employer by providing corroborative testimony that can substantiate the victim's allegations. Witnesses can confirm the occurrence of the harassment, the context in which it happened, and the behavior of the harasser.
* Corroboration: Witnesses can provide independent accounts that support the victim's version of events, adding credibility to the claim.
* Details and Context: Witnesses can offer additional details and context about the harassment, helping to build a more comprehensive and compelling case.
* Consistency: Multiple witnesses can provide consistent testimonies that strengthen the overall evidence of harassment.
* Legal Proceedings: In legal proceedings, witness statements are critical as they can sway the outcome by providing reliable and objective evidence.
References:
* SHRM guidelines on handling harassment claims
* Legal resources on evidence requirements in harassment cases

NEW QUESTION # 40
A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants' criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
Considering the company's rapid growth and desire to avoid any intellectual property theft, what would have been an effective way to structure the recruiting function to avoid the present difficulties?

A. Outsource the entire recruiting function to a company with expertise in such work.
B. Allow the recruiting team to function autonomously, but require weekly meetings with HR.
C. Keep recruiting and HR separate, but hire a recruitment director with experience as an HR director.
D. Expand the HR function to include the recruiting function as well as the other HR functions.

Answer: D

Explanation:
Integrating the recruiting function within the HR department ensures that recruitment processes align with the company's policies and standards. Here's why this is effective:
* Unified Policies and Procedures: By having the recruiting function as part of the HR team, the organization can ensure that all recruitment activities follow established HR policies and guidelines, such as conducting background checks.
* Enhanced Communication: This structure facilitates better communication and coordination between recruitment and other HR functions, leading to more consistent and effective implementation of recruitment strategies.
* Strategic Alignment: It ensures that recruitment practices support the company's strategic objectives, such as protecting intellectual property by conducting necessary background checks.
* Efficiency and Oversight: The HR director can provide direct oversight to ensure compliance with all legal and regulatory requirements related to hiring, thereby reducing risks associated with improper hiring practices.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on organizational structure and HR management

NEW QUESTION # 41
An HR director is hired to address the executive team's concerns about negative workplace culture and its impact on financial performance. During an initial investigation the HR director discovers that the two division directors often fail to communicate with each other and their employees. Each division maintains separate workplace policies, and the workspaces for the divisions are spread out across multiple floors. For employee management, the director of the client services division is assisted by a small HR team. The director of operations does not work with the HR team and instead uses company funds to seek employee management advice from an executive coach, who has no official coaching training. The HR director suspects facilitating change at the company will be challenging because engagement data indicates many employees distrust the company's leadership and HR.
The HR director discovers that many employees lost trust in HR after an HR manager read sensitive emails from employees out loud during a company meeting. How should the HR director address this?

A. Document a formal warning in the HR manager's personnel file.
B. Meet with the HR manager to discuss the effects of these actions on employee morale.
C. Mentor the HR manager about effective communication techniques.
D. Issue a companywide statement that describes the company's privacy practices.

Answer: B

Explanation:
* Immediate Meeting: The HR director should arrange an immediate meeting with the HR manager to discuss the incident of reading sensitive emails aloud. This creates an opportunity for direct communication and immediate feedback.
* Discuss Impact: In the meeting, explain the negative impact of the HR manager's actions on employee morale and trust in HR. Use specific examples to illustrate how such actions undermine confidence in HR's ability to handle sensitive information.
* Effective Communication: Provide guidance on effective communication techniques, emphasizing the importance of confidentiality and respectful handling of employee information.
* Development Plan: Develop a professional development plan for the HR manager that includes training on confidentiality, ethical behavior, and effective communication practices.
* Monitoring and Feedback: Establish a process for monitoring the HR manager's behavior and provide regular feedback to ensure improvements are made. This could involve periodic check-ins and additional training sessions as necessary.
This approach directly addresses the issue, helps the HR manager understand the consequences of their actions, and sets a path for improvement, aligning with SHRM's guidelines on maintaining confidentiality and effective HR practices.

NEW QUESTION # 42
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