SHRM SHRM-SCP LATEST EXAM DISCOUNT | SHRM-SCP EXAM TESTKING

SHRM SHRM-SCP Latest Exam Discount | SHRM-SCP Exam Testking

SHRM SHRM-SCP Latest Exam Discount | SHRM-SCP Exam Testking

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Tags: SHRM-SCP Latest Exam Discount, SHRM-SCP Exam Testking, New Study SHRM-SCP Questions, SHRM-SCP Test Topics Pdf, SHRM-SCP Test King

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q84-Q89):

NEW QUESTION # 84
Which statement does NOT describe unlawful harassment?

  • A. Any type of bullying or unwelcome conduct from a supervisor
  • B. Unwelcome conduct that is based upon the victim,s protected status
  • C. Behavior that is severe and pervasive enough that a reasonable person would find it hostile or abusive
  • D. Enduring of fensive conduct becomes a condition of employment

Answer: A

Explanation:
According to the Equal Employment Opportunity Commission (EEOC), petty slights, annoyances, and isolated incidents will not rise to the level of illegality.


NEW QUESTION # 85
Which compensation program is offered to encourage recipients to create long-term shareholder value?

  • A. Incentive plan
  • B. Profit sharing
  • C. Stock options
  • D. Deferred compensation

Answer: C

Explanation:
* Long-term Incentives: Stock options are designed to align the interests of employees with those of shareholders by providing a financial incentive for employees to increase the company's stock value over time.
* Retention and Motivation: Offering stock options can help retain key talent by giving employees a sense of ownership in the company and motivating them to contribute to its long-term success.
* Strategic Alignment: Stock options encourage employees to focus on long-term goals and performance, which can lead to sustainable growth and increased shareholder value.
References:
* SHRM, "Designing and Managing Incentive Compensation Programs," available at SHRM.org.
* SHRM, "Understanding Stock Options and Other Equity Compensation," available at SHRM.org.


NEW QUESTION # 86
A company recently went through an organizational and employee development (OED) intervention. How can HR help the company promote and support adherence to the new processes?

  • A. Utilize HRIS to track data.
  • B. Support leaders through ongoing training and development initiatives.
  • C. Establish a mentorship program.
  • D. Ensure new processes and goals are reflected in performance reviews.

Answer: B

Explanation:
HR prof essionals can support adherence to new processes by incorporating goals that reflect those processes into performance reviews. Performance objectives should be transparent and easy for employees to understand. They should also reflect the new goals and responsibilities that resulted from the change initiative.


NEW QUESTION # 87
Dependent enrollment with COBRA continuation coverage

  • A. is only permitted if the primary beneficiary is enrolled.
  • B. is generally not permitted in any instance.
  • C. is allowed even if the primary beneficiary is not enrolled.
  • D. is required if the primary beneficiary is enrolled.

Answer: C

Explanation:
Dependents may enroll with COBRA continuation coverage even if the primary beneficiary (employee or former employee) is not enrolled.


NEW QUESTION # 88
What would your advice be to the supervisor?

  • A. Organize a conflict resolution training for Jane and Susan to attend.
  • B. Organize a face-to-face meeting between the with the supervisor acting as a facilitator.
  • C. Rearrange the counter schedule so that Jane and Susan never work together.
  • D. Pull Jane and Susan aside separately; explain that the expectation is that their behaviorremain prof essional.

Answer: B

Explanation:
A direct, facilitated conversation is best in the instance of workplace conflict. That way Jane and Susan can hear each other's perspectives and make strides in repairing the relationship. It is best to address the situation before it continues to get worse.


NEW QUESTION # 89
......

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