SHRM-SCP STUDY MATERIALS & SHRM-SCP CERTIFICATION TRAINING & SHRM-SCP BEST QUESTIONS

SHRM-SCP Study Materials & SHRM-SCP Certification Training & SHRM-SCP Best Questions

SHRM-SCP Study Materials & SHRM-SCP Certification Training & SHRM-SCP Best Questions

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q358-Q363):

NEW QUESTION # 358
An organization decides to partner with two employment service agencies for a temp-to- lease program. HR is asked to write the staffing contract. What best practice should they keep in mind?

  • A. Specify an end date of service in the contract.
  • B. Consult with legal counsel.
  • C. Refrain from pricing negotiations.
  • D. Utilize a standard contract.

Answer: A

Explanation:
HR should consult with legal counsel when writing a staffing contract. They should avoid setting end dates in the contract so it can be terminated in case of dissatisfaction. They should also stay away from generic contract forms. Finally, they should negotiate the price of the staffing company's service.


NEW QUESTION # 359
For an employer to hire an unpaid intern, the internship must meet several criteria.
Which option is NOT a criterion to qualify for an unpaid internship?

  • A. The intern,s work does not take away work from another paid employee.
  • B. The intern receives academic credit for completion of the internship.
  • C. The intern receives relevant and valuable on-the-job training.
  • D. The intern must work less than 20 hours per week.

Answer: A

Explanation:
The Department of Labor has issued seven criteria that qualify an internship to be unpaid.
There are no restrictions for weekly hours.


NEW QUESTION # 360
According to Ulrich, what is the primary intent of the business partner model?

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

Answer: C

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 # 361
A company's CEO will address all employees on the closing down of the call center operations as a result of outsourcing. The HR business partner (HRBP) was tasked to help the CEO craft the message and accompanying presentation. Who is considered the source in this situation?

  • A. The HRBP
  • B. The CEO
  • C. All employees
  • D. The company

Answer: B

Explanation:
In the context of communication theory, the source is the person who originates the message. Although the HRBP assists in crafting the message, the CEO is the one who will deliver it and is ultimately responsible for its content. Therefore, the CEO is considered the source as they are the communicator addressing all employees about the company's decision.
References:
* SHRM Communication Strategies
* SHRM Learning System for SHRM-SCP


NEW QUESTION # 362
A start-up company specializing in technology is acquired by a larger international organization located in a foreign country. Following the acquisition, a manager from the international company schedules a virtual social hour so employees on the manager's team can bond outside of work hours. During the virtual social hour, employees from the start-up experience difficulties understanding the international employees due to language barriers. An employee from the start-up writes an inappropriate comment making fun of how the international employees speak intending to send it to a co-worker but accidentally sends the message to the whole team. The manager reports the employee's behavior to an HR specialist, who documents the incident. A few weeks later the HR specialist receives an email from the employee who sent the message indicating that the employee's manager is acting hostile toward the employee, and the employee's manager mentioned that the international company should never have acquired the start-up.
The HR specialist is concerned the manager's negative comment about the acquisition will lead to other employees having negative opinions about the acquisition. Which action should the HR specialist take to address this concern?

  • A. Suggest that any employees who are anxious about the acquisition talk to HR about their concerns.
  • B. Coach the manager regarding effective communication options.
  • C. Ask the manager how many others saw the comment to understand how disruptive the comment might be.
  • D. Inform senior leadership that managers are sharing negative comments about the acquisition.

Answer: B

Explanation:
To address the concern about the manager's negative comment affecting other employees' opinions about the acquisition, the HR specialist should:
* Effective Communication Training: Coach the manager on effective communication strategies. This includes how to express concerns constructively and the impact of their words on team morale and organizational culture.
* Promoting Positive Culture: Emphasize the importance of maintaining a positive outlook and how negative comments can undermine team cohesion and trust in leadership.
* Leadership Accountability: Ensure that the manager understands their role in shaping employee perceptions and attitudes, especially during times of change like an acquisition.
* Monitoring and Feedback: Establish a mechanism for ongoing feedback and monitoring to ensure that the manager implements the coaching advice and improves their communication approach.
Coaching the manager aligns with SHRM's best practices for leadership development and effective communication, fostering a more supportive and cohesive workplace during organizational changes.


NEW QUESTION # 363
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