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

1. When an employee presents evidence of corporate wrongdoing, which is considered the HR leader's primary responsibility under the Sarbanes-Oxley Act of 2002?

A) To discipline the employee according to the code of ethics
B) To launch an investigation
C) To personally certify the organization's financial reports
D) To prevent retaliation against the employee who reported wrongdoing

2. The VP of HR is under pressure to negotiate lower benefits premiums and is preparing for a tough price negotiation with the benefits vendor. What will be the BEST strategy to start of f the negotiation?

A) Convey the company,s firm position on reducing costs.
B) Set goals for the meeting and lay out the company,s negotiation strategy,.
C) Focus on understanding the benefits vendor,s side.
D) Create a welcoming atmosphere that makes the benefits vendor feel comfortable.

3. When evaluating potential employee systems using the CARVER system, what six criteria should be used during the risk assessment?

A) Credibility, accountability recognizability, vacancy edge and reliability
B) Criticality, accessibility, recuperability. vulnerability, effect and recoverability
C) Compatibility acceptability reliability variability, exposure, and relativity
D) Changeability, alterability, results, viability, expertise, and redundancy

4. During the busy holiday season, many high-performing employees resign. This time of year is especially stressful for front desk employees who have to serve a large number of customers quickly. The HR manager overhears some of the best-performing front desk receptionists say that they are thinking about resigning. What should he do after informing the front of the manager about what he just heard?

A) Train the front of the manager on strategies to increase employee engagement during thebusy season.
B) Help the front of the manager create employee schedules to ensure that there is enoughcoverage for adequate rest breaks.
C) Identify the exact reasons for the high turnover, and develop strategies to eliminate them.
D) Hire employees with high stress tolerance, and build a candidate pool in case of furtherresignations.

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.
Many team managers do not believe that documentation is necessary and they do not want to spend time creating it. How can the HR director convince them that this initiative is worthwhile?

A) Schedule a group meeting with all managers to answer their questions about why documenting work practices is necessary.
B) Send out a companywide memo explaining that having work practices and standards documented will lead to less work for employees in the future.
C) Present case studies to the managers that describe how other organizations have successfully implemented similar initiatives.
D) Distribute a memo to managers informing them that senior leadership would like them to participate in the process of developing documentation.

Solutions: