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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. 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 office is composed of salaried employees who manage production and operations and hourly shift-work employees who carry out facility maintenance and food service. What should the HR director do to ensure policy revisions are fair for all employees?

A) Allow all office employees to utilize the telework option after receiving approval from their supervisors.
B) Ask the CEO to identify the amount of telework that is likely to be approved for different positions.
C) Conduct an analysis to determine how the policy revision will affect both salaried and hourly staff members.
D) Review the current policy for telework options for salaried and hourly staff members.

2. Which is a fundamental characteristic of knowledge management in a learning organization?

A) Centralized training function
B) Continuous sharing of new information
D Frequent employee surveys
C) Intergroup development

3. When designing a compensation bonus structure for an international company, it is most important for the VP of HR to analyze which cultural values in each region?

A) Long-term versus short-term orientation
B) Low power versus high power distance
C) Individualism versus collectivism
D) Masculinity versus femininity

4. An HR business partner (HRBP) in a large organization has recently been dealing with various issues with the chief human resource officer (CHRO). The HRBP reports to the CHRO. The CHRO does not consistently and clearly communicate information regarding business and strategic issues to the HRBP. The lack of communication has been presenting problems, as the HRBP's internal clients look to the HRBP for information and guidance on all HR topics and initiatives. As a result, the HRBP is often uninformed and unable to assist the clients. The lack of communication and transparency by the CHRO has been negatively impacting the HRBP and the HRBP's clients. The HRBP spends a lot of time trying to get information and often is unprepared to address client issues. In some cases, clients have received HR-related information ahead of the HRBP. Unfortunately, the CHRO has operated in this manner for years, with HR employees often feeling isolated from information and not feeling like they are part of a coherent unit. Despite this, the CHRO has expressed to the HRBP a belief that they have a very effective working relationship with one another.
The HRBP wants to provide suggestions to the organization's executives about how to improve communication within the company, but the CHRO does not include the HRBP in strategic discussions that the CHRO has with other executives. What should the HRBP do?

A) Meet with other executives informally to share the HRBP's suggestion.
B) Write an email to the CHRO explaining the suggestions of the HRBP.
C) Schedule a meeting with the CHRO to explain the HRBP's suggestions.
D) Email the CHRO asking if the HRBP may attend the next strategic discussion meeting.

5. As part of their flexible working environment, the company put all employees on salary and classified them as exempt. This allows them to complete their work on a flexible schedule. The HR business partner reviews results of an internal audit, and discovers that not all employee groups meet the requirements to be exempt. For example, the customer service partners do not fall into any of the exemptions and of ten work overtime. What is the next step the HR business partner should take?

A) Inform employees and their respective managers that no one is allowed to work any overtime going forward.
B) Modify the job duties of the employees in question so that they meet the exemption requirements.
C) Because the current pay structure emerged from the company's culture, it is not subject to the exemption rule, and no further steps are needed.
D) Setup a meeting with the leadership team, inform them of the findings, and present a solution to change the compensation structures.

Solutions: