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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. During the busy holiday season, many high-performing employees resign. This time of year is especially stressful for front desk employees who have to serve a large number of customers quickly. The HR manager overhears some of the best-performing front desk receptionists say that they are thinking about resigning. What should he do after informing the front of the manager about what he just heard?

A) Train the front of the manager on strategies to increase employee engagement during thebusy season.
B) Help the front of the manager create employee schedules to ensure that there is enoughcoverage for adequate rest breaks.
C) Identify the exact reasons for the high turnover, and develop strategies to eliminate them.
D) Hire employees with high stress tolerance, and build a candidate pool in case of furtherresignations.

2. When conducting a strengths, weaknesses, opportunities and threats (SWOT) analysis, what portion may be accomplished by a political, economic, social and technological (PEST) analysis?

A) Weaknesses and threats
B) Strengths and weaknesses
C) Strengths and opportunities
D) Opportunities and threats

3. The executive leadership team at a global IT company with over 300,000 employees in 140 countries decides they want more information about the state of the talent at the organization. They are concerned that they do not have enough insight about the talent pool across the organization. This has prevented HR from identifying and planning for retention risks and has caused delays in filling critical positions. Additionally, leaders across the organization lack an effective way to identify the best staff for their teams and must rely on recommendations from others. The VP of HR is asked to identify a talent management software solution and oversee its companywide implementation.
After the talent management software is implemented which action should the VP of HR take to assess whether it is helping leaders identify needed talent?

A) Administer a survey to all leaders asking about their perceptions of the new talent management software.
B) Send an email to all users asking them to share success stories of how the software helped them identify talent.
C) Meet with leaders to ask how the software has changed their ability to identify the best performers.
D) Ask the talent management team if the workload has changed since implementing the software.

4. According to the Thomas-Kilmann Conflict Mode Instrument chart, as the importance of a goal/ assertiveness and the importance of a relationship/cooperation both increase, an ideal conflict resolution style is "collaborating." Under the same model, as the importance of a goal/ assertiveness increases and the importance of a relationship/cooperation is minimal, what is the likely response?

A) Accommodating-,Whatever you want is 0K with me"
B) Compromising-let,s make a deal"
C) Avoiding-WI don,t want to deal with it"
D) my way or the highway"

5. The vice president of human resources meets with the talent manager to discuss the retention challenges. What's the best course of action?

A) Research competitor pay rates, obtain other market compensation data, and establish new,more competitive pay plans.
B) Ensure that a realistic job and pay preview is provided to candidates during the hiring andon boarding process.
C) Position the company as an employer of choice by of fering perquisites such as companycars, a wellness program, and memberships.
D) Give all employees a cost-of -living pay increase and add nonmonetary incentives to payplans.

Solutions: