SHRM-SCP TRAINING MATERIALS & SHRM-SCP EXAM GUIDE & SHRM-SCP EXAM RESOURCES

SHRM-SCP Training Materials & SHRM-SCP Exam Guide & SHRM-SCP Exam Resources

SHRM-SCP Training Materials & SHRM-SCP Exam Guide & SHRM-SCP Exam Resources

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The SHRM SHRM-SCP Certification Exam is one of the valuable credentials that are designed to prove an SHRM aspirant's technical expertise. With the Senior Certified Professional (SHRM-SCP) (SHRM-SCP) certificate they can be competitive and updated in the highly competitive market. The SHRM Certification Questions offers a great opportunity for beginners and experienced professionals to not only validate their skills but also advance their careers.

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q274-Q279):

NEW QUESTION # 274
Which describes an appropriate use of a personality assessment during the hiring process?

  • A. Helps job applicants determine their potential ability to perform certain job tasks.
  • B. Encourages similarity among members serving on a team.
  • C. Assists managers in evaluating the performance of employees.
  • D. Provides employers with information on job seekers' compatibility with job requirements.

Answer: D

Explanation:
* Purpose of Personality Assessments:
* Compatibility: Personality assessments are used to determine how well a candidate's personality traits align with the requirements and culture of the job and organization.
* Fit for Role: These assessments help in identifying candidates who are likely to perform well in a given role based on their personality characteristics.


NEW QUESTION # 275
What are the four primary levels of organizational goals?

  • A. Marketing, sales, quality, and market share
  • B. Mission, strategic, tactical, and operational
  • C. Strengths, weaknesses, opportunities, and threats
  • D. Financial, social, internal, and external

Answer: B

Explanation:
The four primary levels of organizational goals are Mission, Strategic, Tactical, and Operational. These levels help an organization to align its overall purpose and long-term vision with specific actions and day-to-day operations.
Step-by-Step Explanation:
* Mission Goals: These goals define the organization's fundamental purpose and core values. They answer the question, "Why does the organization exist?" and provide a broad, overarching direction for all activities.
* Strategic Goals: These goals are long-term and are designed to achieve the mission of the organization.
They typically cover a period of several years and focus on major initiatives and key areas for growth and development.
* Tactical Goals: Tactical goals are mid-term goals that bridge the gap between strategic goals and operational goals. They usually span one to three years and are concerned with implementing specific parts of the strategic plan within departments or functional areas.
* Operational Goals: These goals are short-term, specific, and focused on the day-to-day activities that need to be performed to meet tactical goals. They often have a time frame of one year or less and are concerned with the efficient and effective execution of tasks.
References:
* SHRM guidelines on organizational planning and goal setting
* Management theories on goal hierarchy and alignment in organizational development


NEW QUESTION # 276
Data is being gathered during the strategy implementation phase of a project. What is the BEST way to communicate the results to senior managers after analyzing the data?

  • A. By providing the full raw data
  • B. By organizing the data in a spreadsheet
  • C. By presenting bulleted slide show presentation slides
  • D. By telling a story backed by the data

Answer: D

Explanation:
The best strate4' to communicate results is to tell a story based on the data. A large quantity of data that is presented in bulleted slides or pages of spreadsheets can overwhelm many audiences.


NEW QUESTION # 277
A midsize company in the services sector observes a decline in employee engagement ratings regarding employee benefits. The HR manager proposes to the executive team an introduction of custom selection benefit plans. Which motivation theory should the HR manager cite to support this recommendation?

  • A. Attribution
  • B. Goal-setting
  • C. Expectancy
  • D. Equity

Answer: C

Explanation:
* Expectancy Theory Overview: Expectancy theory suggests that employees are motivated when they believe that their efforts will lead to desirable performance and rewards. Custom selection benefit plans can enhance this belief by allowing employees to choose benefits that best meet their personal needs.
* Linking Effort to Rewards: By offering custom selection benefit plans, employees can see a clear link between their work efforts and the rewards they receive, thereby increasing their motivation and engagement.
* Personalized Benefits: Customizing benefits allows employees to select options that are most valuable to them, making them feel appreciated and understood by the organization, which boosts engagement.
* Enhanced Satisfaction: Expectancy theory posits that when employees expect that their efforts will lead to valued rewards, their satisfaction and motivation levels increase. Custom benefit plans directly support this by providing tailored rewards.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on employee motivation and benefit plan customization


NEW QUESTION # 278
Which step should an HR professional take first when an employee submits a verbal or written allegation that a supervisor is creating a hostile work environment?

  • A. Transfer the employee to another work group while the investigation proceeds.
  • B. Assure the employee that all information gathered from witnesses will remain confidential.
  • C. Reduce the employee's work schedule temporarily until the investigation is complete.
  • D. Meet with the employee and supervisor to discuss the allegation.

Answer: D

Explanation:
* Immediate Response: The first step is to meet with the employee who submitted the allegation to understand their concerns and gather detailed information about the alleged hostile work environment.
* Initial Assessment: This meeting allows the HR professional to assess the severity and nature of the allegation. It provides an opportunity to ask clarifying questions and determine the next steps in the investigation process.
* Objective Gathering: After meeting with the employee, the HR professional should then meet with the supervisor to hear their side of the story. This ensures that both perspectives are considered before taking any further action.
* Confidentiality Assurance: During these meetings, the HR professional should assure both parties that the investigation will be conducted confidentially and that retaliation will not be tolerated.
* Action Plan Development: Based on the information gathered, the HR professional can develop an appropriate action plan, which may include a formal investigation, mediation, or other conflict resolution strategies.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on handling workplace investigations and addressing hostile work environment allegations


NEW QUESTION # 279
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