You have to pass the SHRM-SCP exam to receive the certification from SHRM. To increase the effectiveness of your study and make you familiar with the actual exam pattern, we have prepared this sample questions. Our Sample SHRM Senior Certified Professional Practice Exam will give you more insight about both the type and the difficulty level of the questions on the SHRM-SCP exam.
However, we are strongly recommending practice with our Premium SHRM Senior Certified Professional (SHRM-SCP) Practice Exam to achieve the best score in your actual SHRM-SCP Exam. The premium practice exam questions are more comprehensive, exam oriented, scenario-based and exact match of SHRM Senior Certified Professional exam questions.
SHRM Senior Certified Professional Sample Questions:
01. An HR manager prepares for a budget meeting with multiple teams to determine departmental budget allocations. Which bargaining strategy should the HR manager use to achieve a mutually beneficial decision?
a) Distributive
b) Integrative
c) Zero-sum
d) Positional
02. After the recent implementation of a new human capital management platform, a CEO requests people analytics data. Which action should the HR manager take first?
a) Direct the HR analyst to extract and summarize relevant data.
b) Develop a suite of analytical reports that focus on employee performance.
c) Train interested stakeholders on self-service options and decentralized capabilities.
d) Ask business partners to identify key metrics that link business strategy to outcomes.
03. In addition to projected cost savings, which should be a primary consideration when determining whether to outsource a business function?
a) Rate of customer acquisition
b) Timeline and action plan
c) Effect on employee morale
d) Organization size
04. An HR manager meets with the area supervisor and an employee who has limited head mobility due to a work-related injury to discuss potential accommodations. The employee suggests building steps at one of the workstations in an assembly line so the employee does not have to look upward.
After considering other workers' traffic patterns, everyone except the employee concludes adding stairs will introduce a tripping hazard and decrease the safety of other workers. The employee threatens to file a lawsuit claiming the company did not adequately explore the employee's suggested accommodation.
Which action should the HR manager take to reduce the likelihood that the employee will file a lawsuit?
a) Place stairs on the assembly line temporarily so the worker can see the danger they pose to other workers.
b) Obtain a professional safety engineering analysis of the impact and feasibility of building the steps.
c) Ask other workers whether they think the steps will be a hazard before concluding the review.
d) Allow the employee to use the stairs under the condition that they will be removed if other employees complained about them.
05. An HR manager meets with the area supervisor and an employee who has limited head mobility due to a work-related injury to discuss potential accommodations. The employee suggests building steps at one of the workstations in an assembly line so the employee does not have to look upward.
After considering other workers' traffic patterns, everyone except the employee concludes adding stairs will introduce a tripping hazard and decrease the safety of other workers. The employee threatens to file a lawsuit claiming the company did not adequately explore the employee's suggested accommodation.
Senior management instructs the HR manager to develop a plan for legally terminating other injured employees to prevent them from filing suits. How should the HR manager respond?
a) Inform senior management that this action could result in the filing of wrongful termination suits.
b) Explain that other employees will observe the common theme among the terminated employees, which will lower morale and trust of leadership.
c) Advise senior management to have the issue reviewed by a different team to see whether they can suggest alternate solutions.
d) Examine the employees’ HR files to see whether there are any violations of company policy.
06. A CEO asks the VP of HR to recommend talent-rich countries to consider for global expansion and to consider cost as part of the recommendation. When identifying potential countries, which is most important for the VP of HR to consider?
a) The company's readiness to deploy expatriates
b) Availability and compatibility of HRIS platforms
c) Each country's employment laws and regulations
d) Culture and language training needs
07. When developing leave plans, which factors are the most critical to consider?
a) Objectives and legal requirements
b) Types and employment eligibility
c) Cost and budgetary implications
d) Policies and procedures for use
08. A talent director at a global apparel company is designing an employee value proposition (EVP) to grow the external candidate pipeline. Which action should the talent director take first?
a) Develop separate and distinct branding for the EVP that is different from the marketing brand to avoid confusing candidates.
b) Create a unique EVP brand and recruitment campaign materials for each region across the global organization to appeal to local audiences.
c) Engage with external vendors to minimize bias and ensure cultural sensitivity in EVP recruitment campaign materials.
d) Partner with the marketing team to build an EVP and associated recruiting campaigns that align with the company's core brand.
09. An organization’s outdated HRIS is difficult to use and involves a paper-and-pen performance rating process. The organization is headquartered in a storm-prone area.
During a recent weather-related evacuation, employees were unable to complete and submit performance ratings in a timely manner. The HR department selects a new online HRIS vendor to mitigate this issue in the future.
Leadership agrees to fund the new HRIS, which includes employee self-service features. Which action should the HR director take to encourage employees to use the HRIS?
a) Reinforce the benefits of using the self-service features, including immediate access to information.
b) Show employees how to use the self-service features when they ask HR to provide basic information.
c) Explain that the employee self-service features will save time for the HR department.
d) Provide in-person and virtual trainings on the new HRIS employee self-service features.
10. An organization’s outdated HRIS is difficult to use and involves a paper-and-pen performance rating process. The organization is headquartered in a storm-prone area.
During a recent weather-related evacuation, employees were unable to complete and submit performance ratings in a timely manner. The HR department selects a new online HRIS vendor to mitigate this issue in the future.
At performance review time, employees express anxiety over the security of their online ratings. Which action should the HR director take in response to these concerns?
a) Share statistics about the likelihood and effects of a cybersecurity breach in the new HRIS.
b) Allow concerned employees to complete their ratings with paper forms rather than online.
c) Create a contingency plan that outlines corrective actions the company will take if a breach occurs.
d) Ask a representative from the HRIS company to describe the company’s data security processes and protections.
Answers:
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Question: 01 Answer: b |
Question: 02 Answer: d |
Question: 03 Answer: c |
Question: 04 Answer: b |
Question: 05 Answer: a |
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Question: 06 Answer: c |
Question: 07 Answer: a |
Question: 08 Answer: d |
Question: 09 Answer: a |
Question: 10 Answer: d |
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