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SHRM SHRM-SCP Exam Syllabus Topics:

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

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

2. A regional government office runs a media broadcasting station that is funded almost entirely by individual and corporate donations. An eight-person team is in charge of planning and coordinating the receipt of gifts including entertaining guests with the CEO and asking philanthropists for large contributions. The manager of the team is results-driven and has consistently led the team to achieve challenging goals for five years. The manager recently moved further away from the office to afford higher quality education. The manager sends an urgent email to the HR director indicating an immediate need to work remotely three days per week. The manager also wants to avoid commuting traffic and come into the office after 11 am. The office has a flexible schedule policy but it has not been reviewed in some time.
The manager is one of the office's top-performing employees with considerable influence over other employees' opinions about how the office is managed. What should the HR director do to prevent disruption to station operations while the flexible schedule policy is reviewed?

A) Meet with the manager to explain the objective and timeline of the review process and ask for the manager's support in the interim.
B) Issue an office wide statement indicating that HR is reviewing the flexible schedule policy and may make revisions.
C) Ask the manager to be patient while HR reviews the flexible schedule policy.
D) Conduct an onsite meeting with all employees at the broadcasting station to solicit input and discuss options and concerns.

3. A nonprofit health care facility conducts an engagement and culture survey, and the results indicate that employees throughout the organization believe leadership engages in favoritism by providing unequal opportunities for staff. General perceptions of the company's culture are poor, and many employees report intentions to leave their jobs. Several additional concerning findings are isolated to the philanthropic department, which is responsible for acquiring donors and securing charitable partnerships. Employees from this department report poor working relationships among staff, including gossiping and bullying among co-workers. Although the leadership team is aware of the poor working relationships in the philanthropic department, they have not asked the department director to address the issues because of the department's outstanding performance in recent years. However, after considering the recent survey results the leadership team decides to initiate a project to address the culture issues at the facility overall and within the philanthropy department specifically. The operations VP will oversee the project and ask an HR business partner (HRBP) to lead the project. The VP of operations requests that the HRBP collect additional survey data and conduct focus groups during the first phase of the project.
Some members of the leadership team provide the HRBP with a list of employees that they think would be good participants for the focus groups. These leaders are adamant that the HRBP should draw participants from the list. Which action should the HRBP take?

A) Inform the leaders that HR will follow best practices when selecting focus group participants.
B) Explain to the leaders why using only employees from the list might exclude important perspectives.
C) Conduct one focus group with the recommended employees and one with randomly selected employees.
D) Remind the leaders that the operations VP asked the HRBP to lead the project.

4. At an organization positioned for substantial growth, the HR leader is evaluating whether to outsource several HR functions. Which question should the HR leader first consider in the evaluation process?

A) Will the cost of outsourcing HR functions provide a measurable return to the bottom line?
B) How could outsourcing help the organization best manage HR service delivery levels?
C) Will the vendor provide consistent service and ensure regulatory obligations are met?
D) Could the transition to outsourcing create substantial disruption of work on current projects?

5. In assessing human resources (HR) techn010U programs, what is an example of a "best of breed" concept?

A) Selecting an all-in-one, integrated solution with HR, payroll, performance management, and learning management capabilities.
B) Performing a needs analysis internally to determine the optimal system to streamline current processes
C) Selecting an HR/payroll system that requires the least amount of customization to ensure a fast implementation and simpler future upgrades.
D) Selecting an HR/payroll system and a separate third-party learning management system (LMS) with better features

Solutions: