SHRM-SCP ACTUAL QUESTIONS, RELIABLE SHRM-SCP EXAM PATTERN

SHRM-SCP Actual Questions, Reliable SHRM-SCP Exam Pattern

SHRM-SCP Actual Questions, Reliable SHRM-SCP Exam Pattern

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Tags: SHRM-SCP Actual Questions, Reliable SHRM-SCP Exam Pattern, Reliable SHRM-SCP Braindumps Sheet, SHRM-SCP Valid Test Prep, Reliable SHRM-SCP Real Exam

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q330-Q335):

NEW QUESTION # 330
A technology company hires three new information techn010U prof essionals. To fill the positions, the company incurs both internal and external costs totaling $60,000. The total first-year compensation of the three new hires is S300,000. What is the Recruitment Cost Ratio?

  • A. 5%
  • B. 20%
  • C. 50%
  • D. 2%

Answer: C

Explanation:
The Recruitment Cost Ratio is calculated by dividing the total amount of recruitment costs ($60,000) by the total first-year compensation of new hires in a given time period ($300,000) and then multiplying the result by 100. 100 = 20%.


NEW QUESTION # 331
Who is most qualified to be assigned to a business development management trainee as a mentor?

  • A. Sales VP
  • B. Corporate training head
  • C. HRVP
  • D. Executive coach

Answer: A

Explanation:
A Sales VP (Vice President of Sales) is best positioned to mentor a business development management trainee because of their direct experience and expertise in sales and business development. This individual can provide valuable insights into market strategies, client relationships, and revenue generation, which are crucial for a trainee in this field to learn and develop.
References:
* SHRM Mentoring Programs
* SHRM Learning System for SHRM-SCP


NEW QUESTION # 332
When an employee presents evidence of corporate wrongdoing, which is considered the HR leader's primary responsibility under the Sarbanes-Oxley Act of 2002?

  • A. To personally certify the organization's financial reports
  • B. To discipline the employee according to the code of ethics
  • C. To launch an investigation
  • D. To prevent retaliation against the employee who reported wrongdoing

Answer: D

Explanation:
* Legal Requirement under SOX: The Sarbanes-Oxley Act (SOX) of 2002 includes provisions to protect whistleblowers who report corporate wrongdoing. Specifically, Section 806 provides protection against retaliation for employees who disclose information regarding corporate fraud.
* HR's Role: The HR leader's primary responsibility in this context is to ensure that the employee who reported the wrongdoing is not subject to retaliation. This involves implementing policies and procedures that protect whistleblowers and ensure their concerns are addressed fairly and confidentially.
* Preventive Measures: HR should take proactive steps to create a safe environment for employees to report concerns, including training managers and employees on anti-retaliation policies and regularly reviewing compliance with these policies.
* Compliance and Ethics: Preventing retaliation aligns with maintaining ethical standards and compliance with federal regulations, which are critical components of the HR leader's responsibilities.
References:
* SHRM, "Managing Whistleblowing in the Workplace," available at SHRM.org.
* U.S. Department of Labor, "Whistleblower Protection under the Sarbanes-Oxley Act," available at dol.gov.


NEW QUESTION # 333
The HR manager at a consulting firm notices a rapid increase in the demand for experienced leaders. The increase is making it difficult to hire managers at the same rate of pay compared to one year ago. The firm presently has three open manager positions and the three top candidates are demanding annual salaries higher than current managers' salaries. This morning the firm's CEO sent a companywide email announcing that staffing the job openings is a top priority to meet business demands. The email also indicated the firm is willing to pay a referral bonus. The HR manager knows that staffing the job openings will completely exhaust HR's budget, leaving no money to pay referral bonuses or make salary adjustments for incumbents. While reviewing the candidates' resumes the HR manager receives an email from an incumbent manager stating that the manager discovered the firm is offering higher salaries to applicants with less experience. The email also states the incumbent manager no longer trusts the leadership team and is going to seek other employment opportunities.
Which action should the HR manager take to communicate the hiring challenges HR is experiencing?

  • A. Ask the CEO to provide all staff with a detailed explanation of the business need for experienced leaders.
  • B. Notify the CEO that HR's budget will be completely exhausted if the firm hires the three top candidates.
  • C. Notify the firm's current managers they should not expect to receive salary adjustments this year.
  • D. Send an email to all staff explaining how job market changes are making it difficult to hire experienced managers.

Answer: B

Explanation:
* Budget Constraints Awareness: The HR manager needs to ensure that the CEO is fully aware of the budget constraints that hiring the top candidates would create. This is crucial to prevent financial issues and ensure that the CEO understands the limitations of the current budget.
* Strategic Decision-Making: By notifying the CEO, the HR manager ensures that any decision made regarding hiring and compensation is aligned with the company's financial strategy and business priorities. This allows the CEO to make an informed decision on whether to proceed with hiring at the higher salaries or to adjust the hiring strategy.
* Transparency and Communication: This approach promotes transparency within the leadership team, fostering an environment where financial realities are openly communicated and considered in decision-making processes.
* Resource Allocation: It allows the CEO to consider reallocating resources or increasing the HR budget to accommodate the hiring needs without compromising other financial obligations such as referral bonuses or salary adjustments for current employees.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on budget management and strategic HR communication


NEW QUESTION # 334
Which strategy is most effective in motivating individual employee performance?

  • A. Keeping employees intermittently updated
  • B. Discussing the importance of the work being done
  • C. Moving employees off tasks to new assignments
  • D. Changing the performance goals regularly

Answer: B

Explanation:
* Intrinsic Motivation: Discussing the importance of the work being done taps into intrinsic motivation, where employees find personal satisfaction and meaning in their work. Understanding the impact of their contributions can significantly boost motivation and performance.
* Purpose and Engagement: When employees see the value and purpose of their work, they are more likely to be engaged and committed. This sense of purpose drives higher performance and job satisfaction.
* Recognition and Value: Highlighting the significance of their tasks helps employees feel recognized and valued, which is crucial for maintaining high levels of motivation and productivity.
* Alignment with Goals: Ensuring that employees understand how their work contributes to the organization's goals fosters a sense of alignment and shared purpose, which can lead to better performance outcomes.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on employee motivation and engagement strategies


NEW QUESTION # 335
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