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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. Which best describes the components of a dual career path?

A) The potential ratings and the promotability ratings
B) The management paths and the non-management tracks
C) The realistic routines and the plausible length of time
D) The vertical sequences and the horizontal sequences

2. A multinational manufacturing firm recently experienced a series of product line defects and supply chain shortages. At the request of the chief operating officer (COO), the firm hires a new VP of operations who worked for the COO at another company for many years. The VP is well known for achieving results quickly and efficiently. During a conference call with the COO and all operations managers, the new VP begins making angry remarks toward the managers because the VP believes they are not responding quickly to questions about the recent problems. When the managers speak the VP responds by criticizing them and speaking with a loud aggressive tone of voice. The COO advises the VP to focus on identifying the root cause of the problem rather than criticizing the managers. In response, the VP accuses the COO of being too lenient on the managers during a period of crisis that requires quick and deliberate action. After the meeting, the managers send a formal letter to the firm's regional HR director describing the VP's behavior and requesting an immediate response.
The firm's employee handbook includes a section on cultural values that denounces public criticism of others and endorses acceptance of diversity at all levels of the organization. What should the regional HR director do to uphold the firm's cultural values?

A) Advise the COO to meet with the VP to discuss the firm's cultural values.
B) Send an email to the managers acknowledging the inappropriateness of the VP's behavior.
C) Advise the VP to review the cultural values outlined in the handbook.
D) Advise the VP to attend an online cultural awareness training course.

3. When designing a compensation bonus structure for an international company, it is most important for the VP of HR to analyze which cultural values in each region?

A) Low power versus high power distance
B) Individualism versus collectivism
C) Long-term versus short-term orientation
D) Masculinity versus femininity

4. Each year, for compliance purposes, the HR team instructs all employees to review and sign a one-page sexual harassment policy. Their managers are supposed to review the information with them in a one-on-one meeting before they sign the document. The HR business partner is well aware that the managers do not spend time reviewing the information, and most employees do not read it before signing and turning the document in.
She is concerned about the lack of effective harassment prevention training the company is conducting. But when she raises her concerns, the leadership team makes it clear that they cannot spend any extra time on this. What can the HR business partner do?

A) Instead of the managers, have the HR generalist review the document with employees one- on-one before asking them to sign.
B) Develop a series of short online training modules that employees are asked to complete each year.
C) Eliminate the training because it wastes valuable resources but does not yield the desired outcome.
D) Advise the leadership team of the significance of the training, and insist on improving the current process by conducting in-person trainings for all employees.

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

Solutions: