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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q12-Q17):

NEW QUESTION # 12
The HR manager presents an attrition analysis to the executive leadership team and highlights training interventions and job rotations as action items to prevent high-performers from leaving the organization. What type of analysis is described?

A. Predictive
B. Descriptive
C. Prescriptive
D. Cognitive

Answer: C

Explanation:
* Prescriptive Analytics: The type of analysis described involves recommending specific actions (training interventions and job rotations) to prevent high-performers from leaving the organization. This is characteristic of prescriptive analytics, which not only predicts future outcomes but also suggests actions to achieve desired outcomes.
* Action-Oriented: Prescriptive analytics focuses on what should be done to address a problem or opportunity, providing actionable recommendations based on data analysis.
* Use of Data: The HR manager uses data from the attrition analysis to inform the recommended actions, which is a key feature of prescriptive analytics.
* Outcome Focused: By prescribing specific interventions, the HR manager aims to influence future outcomes positively, such as reducing attrition among high-performers.
References:
* SHRM, "Using Analytics for HR Decision-Making," available at SHRM.org.
* SHRM, "Understanding Different Types of HR Analytics," available at SHRM.org.

NEW QUESTION # 13
When preparing to make an of fer to a candidate, recruiters must consider several factors before deciding how much to of fer within the applicable pay scale. What factors should NOT be considered?

A. Internal equity-how much the other incumbents are being paid for the same job
B. The candidate,s current compensation
C. The candidate,s expectations
D. The candidate,s potential commute

Answer: B

Explanation:
Many states and local legislatures are banning the practice of asking for a candidate's current compensation as basing an of fer on current pay can have disparate impact on protected classes. The salary of fer should be based primarily on the candidate's level of experience, but other factors such as potential commute, candidate requirements, internal equity, and others may be considered as well.

NEW QUESTION # 14
A nine-box grid is an effective tool that compares an employee's performance with his/her potential for advancement. What is it most commonly used for?

A. Disciplinary documentation
B. Succession planning
C. Talent acquisition
D. Compensation planning

Answer: C

Explanation:
A nine-box grid is a matrix with three degrees of performance on one axis and three levels of potential on the other axis. Names are generally plotted in the different grid squares to identify individuals who have potential to move into leadership roles in the organization.

NEW QUESTION # 15
What would be the next course of action for you to get this position filled?
As a recruiter, you are having a difficult time filling a civil engineer position that has been open for a few months. Few qualified individuals have applied, and the passive candidates who you've contacted haven't returned your calls. You've been aggressive in your advertising approach (in fact you've exceeded your advertising budget), but it's proving to be difficult to find quality candidates in this competitive market.

A. Have a brainstorming session with the hiring manager, and ask for ideas and suggestions.
B. Change the requirements for the job: it could be that they are hindering potential applicantsfrom applying.
C. Work on obtaining additional budget, and post more job advertisements.
D. Re-assess the salary and benefit package for the position.

Answer: A

Explanation:
The hiring manager knows the position and the industry best, he/she can give expert insight into the next steps in the recruitment strategy,'.

NEW QUESTION # 16
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. Meet with the HR manager to discuss the effects of these actions on employee morale.
B. Document a formal warning in the HR manager's personnel file.
C. Issue a companywide statement that describes the company's privacy practices.
D. Mentor the HR manager about effective communication techniques.

Answer: A

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 # 17
......

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SHRM-SCP Latest Test Questions | SHRM-SCP Passleader Review

SHRM-SCP Passleader Review, SHRM-SCP Training Material

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q12-Q17):

Updated SHRM-SCP Practice Exams for Self-Assessment (Web-Based )

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