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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q82-Q87):

NEW QUESTION # 82
Which item should the HR director review when tasked with quickly identifying if the organization is meeting its mission?

A. HR scorecard
B. Balanced scorecard
C. Mission statement
D. HR audit

Answer: B

Explanation:
* Balanced Scorecard Overview: The balanced scorecard is a strategic management tool that provides a comprehensive view of an organization's performance by tracking key financial and non-financial indicators across four perspectives: financial, customer, internal processes, and learning and growth.
* Alignment with Mission: By reviewing the balanced scorecard, the HR director can quickly assess how well the organization is meeting its mission and strategic objectives. It provides a holistic view of organizational performance and helps in identifying areas needing improvement.
* Key Performance Indicators (KPIs): The balanced scorecard includes KPIs that are aligned with the organization's mission and goals, making it a useful tool for monitoring progress and ensuring that all activities are contributing to the overall mission.
* Strategic Decision-Making: Using the balanced scorecard helps in making informed strategic decisions by providing a clear picture of organizational performance and alignment with the mission.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on strategic management and balanced scorecard utilization

NEW QUESTION # 83
What is a feature of an asynchronous learning environment?

A. Employees can study anywhere and anytime.
B. Employees can access learning modules using different types of technology,.
C. Employees receive real-time feedback.
D. Employees interact with each other in real time.

Answer: A

Explanation:
E-learning, which is learning conducted via electronic media, can be either synchronous or asynchronous. Asynchronous learning means that employees can access the material anytime and anywhere. With synchronous learning. employees go through the training material at the same time and communicate with each other in real time.

NEW QUESTION # 84
Which of the following workplace behaviors is most likely to be reduced as a result of building diverse teams?

A. Conflict
B. Collaboration
C. Groupthink
D. Trust

Answer: D

Explanation:
Groupthink is a group behavior trend in which a group's members speak and behave in ways that preserve social cohesion over production and outcomes; the team functions well together but may not have the most effective or creative outputs. Trust (B) in the workplace can be complex to manage and may increase or decrease depending on the communication that accompanies team building and operations. Conflict (A) in the workplace is likely to increase with an influx of differing perspectives and experiences, but if appropriately managed, collaboration (D) can be the conflict style that experiences the greatest increase. Collaboration in the workplace also depends on high levels of trust and creative thinking to design new solutions and create new value.

NEW QUESTION # 85
The CEO announces plans to expand the company and gathers data to draft a business plan for the expansion strategy. What should the HR business partner do because he is aware that the company is already short-staffed?

A. Motivate employees with the CEO,s vision for the expansion, showcasing all of the newcareer opportunities that will come with it.
B. Set up an employee referral program with strong incentives to boost talent acquisitionefforts for the expansion strategy.
C. After assessing the current workforce, research temporary staffing agencies that canprovide the needed talent, and provide a cost estimate to the CEO.
D. Advise the CEO to hold of f with expansion efforts until the staffing situation has beenimproved.

Answer: C

Explanation:
The HR business partner displays the business acumen competency by collecting data, analyzing the current workforce, identifying solutions that will support the company s strategy, providing a recommendation, and supplying the CEO with the necessary data for the expansion business plan.

NEW QUESTION # 86
The marketing department at a large financial services company chooses five high-performing staff members every year to receive a performance award, which includes a monetary reward and recognition at an end-of-year meeting. Employees are chosen by managers in the marketing department. Each manager nominates two direct reports, and then all managers meet as a group to discuss nominees until a consensus is reached. The names of the winners are given to HR for final approval. The marketing department is preparing to begin this year's nomination process. There have been repeat winners in each of the last three years. A marketing employee files a complaint with the HR director about favoritism in the award process.
Additionally, the employee points out that newer employees rarely win the award, which lowers their morale.
New employees tend not to win because they spend a couple of years training and shadowing experienced employees before receiving tasks to perform independently.
How should the HR director minimize the perception of favoritism in the selection process?

A. Allow non-managerial employees to nominate two peers for the performance awards.
B. Send an annual email to managers reminding them to be fair and objective.
C. Hide employee names on nomination forms during the review and consensus discussion.
D. Create a policy that prohibits an employee from winning the award more than two years in a row.

Answer: C

Explanation:
* Objective Review: Hiding employee names helps ensure that nominations are evaluated based on merit and performance, reducing the potential for bias or favoritism.
* Fair Selection Process: This approach promotes a fair and transparent selection process, enhancing the credibility of the performance award system.
* Focus on Performance: By focusing solely on the achievements and contributions of nominees, managers can make more objective decisions, leading to a more equitable outcome.
* Employee Trust: Implementing this change can help build trust among employees in the fairness of the award process, addressing concerns about favoritism and improving overall morale.
References:
* SHRM, "Reducing Bias in Performance Reviews," available at SHRM.org.
* SHRM, "Strategies for Fair Employee Recognition," available at SHRM.org.

NEW QUESTION # 87
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