HOW CAN YOU PASS THE SHRM-SCP EXAM QUICKLY AND EASILY?

How Can You Pass the SHRM-SCP Exam Quickly and Easily?

How Can You Pass the SHRM-SCP Exam Quickly and Easily?

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q183-Q188):

NEW QUESTION # 183
A company operates in an area that is subject to a reoccurring tornado and earthquake risk. As part of their disaster preparedness plan, they set up an employee text alert system that will allow the company to quickly communicate information to all employees in case of emergency. What is this risk strategy called?

  • A. Transfer
  • B. Alleviate
  • C. Mitigate
  • D. Enhance

Answer: B

Explanation:
This is an example of risk mitigation. The company reduces the severity of the potential consequences by creating a plan to quickly communicate with employees and share information that will help keep them safe.


NEW QUESTION # 184
Which group should be absolutely engaged when designing a global HR structure?

  • A. Consultants
  • B. Competitors
  • C. Recruiters
  • D. Stakeholder

Answer: D

Explanation:
When designing a global HR structure, it is essential to engage stakeholders. Stakeholders are individuals or groups that have an interest in the success and outcomes of the organization and can include executives, managers, employees, and sometimes even external parties such as customers and investors. Engaging stakeholders ensures that the HR structure aligns with the strategic goals of the organization and addresses the needs and concerns of those who will be impacted by the HR policies and procedures.
* Identifying Stakeholders: Stakeholders in the context of a global HR structure typically include senior leadership, HR managers, and employees from various regions and departments.
* Understanding Needs and Expectations: By engaging stakeholders, HR can gather insights into the needs, expectations, and challenges faced by different parts of the organization. This information is crucial for designing a structure that supports the organization's goals and is responsive to its workforce.
* Ensuring Buy-In and Support: Engaging stakeholders early in the process helps to secure their buy-in and support, which is critical for the successful implementation of the new HR structure. Stakeholders who feel heard and involved are more likely to support the changes and help drive them forward.
* Alignment with Organizational Strategy: Stakeholders can provide valuable input on how the HR structure can best support the organization's strategic objectives, ensuring that HR initiatives are aligned with broader business goals.
References:
* SHRM guidelines on stakeholder engagement and HR structure design
* Best practices for involving stakeholders in organizational development


NEW QUESTION # 185
According to Ulrich, what is the primary intent of the business partner model?

  • A. Management of all HR processes for a business unit
  • B. Transformation of the business unit to better align with HR directives
  • C. Creation of shared services between business units to reduce HR administrative burden
  • D. Business processes integration and alignment of daily work with business outcomes

Answer: D

Explanation:
* Ulrich's Business Partner Model:
* Core Objective: The business partner model aims to align HR activities closely with the strategic goals and operational needs of the business.
* Integration: It focuses on integrating HR functions into the business processes to ensure that HR activities support and drive business outcomes.


NEW QUESTION # 186
A company in a competitive industry starts a two-year integration strategy aimed at being an innovator in a particular area. The chief human resource officer is asked to lead the project team and deliver within a required timeline. What advantage does Agile have over Lean Six Sigma in this situation?

  • A. Agile has many small projects: Lean has one project at a time.
  • B. Agile demonstrates progress and getting it done. Lean focuses on validated learning.
  • C. Agile is flexible and adaptable. Lean is structured and measured in pace.
  • D. Agile focuses on customer satisfaction Lean is focused on customer value by eliminating waste.

Answer: C

Explanation:
* Flexibility and Adaptability: Agile methodologies allow for rapid adjustments and continuous improvements, which is beneficial for a project aimed at innovation where requirements may evolve over time.
* Structured and Measured Approach: Lean Six Sigma focuses on eliminating waste and improving processes through a structured and measured approach, which may not be as suitable for a project that requires flexibility and adaptability.
* Project Scope and Timeline: Agile's iterative approach allows the team to demonstrate progress quickly and make adjustments based on feedback, ensuring the project stays on track and meets its timeline.
References:
* SHRM, "Agile Project Management: A Key to Innovation," available at SHRM.org.
* SHRM, "Comparing Agile and Lean Six Sigma in HR Projects," available at SHRM.org.


NEW QUESTION # 187
During a workforce audit, an HR mobility leader discovers several expatriates who are not part of the organization's global mobility program. Which is the first step the HR leader should take in response to this discovery?

  • A. Alert leadership that the organization may be in violation of statutory compliance.
  • B. Push for the adoption of online platforms to better integrate data of the mobile workforce.
  • C. Determine if the organization is liable for possible immigration violations of these workers.
  • D. Adopt a process to track worker movement across geographies in line with immigration and tax rules.

Answer: C

Explanation:
When an HR mobility leader discovers several expatriates who are not part of the organization's global mobility program, the first step is to determine if the organization is liable for possible immigration violations of these workers. Addressing potential legal and compliance issues is critical to avoid penalties and ensure the organization's operations remain lawful.
* Legal Review: Conduct a thorough review of immigration laws and regulations in the countries where the expatriates are located to identify any potential violations.
* Compliance Check: Verify the immigration status of the expatriates, including work permits, visas, and any other legal requirements necessary for them to work in the host countries.
* Risk Assessment: Assess the risks associated with any identified violations, including legal, financial, and reputational risks for the organization.
* Documentation: Gather and document all relevant information about the expatriates, including their roles, locations, and the terms of their assignments.
* Consult Legal Counsel: Seek advice from legal experts specializing in immigration and employment law to determine the best course of action to address any compliance issues.
* Action Plan: Develop and implement an action plan to rectify any violations, which may include regularizing the immigration status of the expatriates, implementing better tracking systems, and ensuring future compliance.
References:
* SHRM guidelines on global mobility and immigration compliance
* Legal resources on managing expatriate assignments and compliance


NEW QUESTION # 188
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