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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q15-Q20):

NEW QUESTION # 15
How would you appeal to senior finance leadership and convince them of the importance of this program?

A. Put together a comprehensive document that defines eligibility requirements, high-potential employees who may participate, a timeline, marketing material, and acommunication plan.
B. Give a presentation to the senior finance leadership, and give several case studies of otherorganizations that had success with mentoring programs. Explain the employee morale-boosting benefits, and answer any questions they have.
C. Put together a succinct, finance-centered document with the total budget needed, how thebudget will be spent, the expected impacts on employee retention, and in turn, cost savings.
D. Start a six-month pilot program, which costs much less than the full program, and hope thatits success will justify the money spent thus far.

Answer: C

Explanation:
Senior leaders who are focused in finance are usually most interested in how much things will cost and what the return on investment will be. Furthermore, usually their time is short and valuable, so a more succinct delivery of this information is better.

NEW QUESTION # 16
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. Low power versus high power distance
B. Individualism versus collectivism
C. Masculinity versus femininity
D. Long-term versus short-term orientation

Answer: B

Explanation:
* Understanding Cultural Dimensions: Individualism versus collectivism is one of the key cultural dimensions identified by Geert Hofstede. It describes the degree to which individuals are integrated into groups and the importance placed on individual versus collective achievements.

NEW QUESTION # 17
The HR and IT directors meet to discuss plans to purchase an applicant tracking system to support the continued growth of the organization. Which is the first step the directors should take?

A. Determine the automation needs of the organization.
B. Ensure scalability to support growth.
C. Research integration capabilities.
D. Evaluate any existing recruitment processes.

Answer: A

Explanation:
* Needs Assessment: Understanding the specific needs and pain points in the current recruitment process is essential for selecting an appropriate applicant tracking system (ATS).
* Customized Solutions: By identifying automation needs, the organization can choose an ATS that best fits its requirements, enhancing efficiency and effectiveness in recruitment.
* Stakeholder Input: Engaging stakeholders in determining these needs ensures that the system meets the practical demands of HR and aligns with the broader organizational goals.
* Future Growth: Considering automation needs helps ensure the chosen system can scale with the organization, supporting long-term growth and evolving recruitment strategies.
References:
* SHRM, "Choosing an Applicant Tracking System," available at SHRM.org.
* SHRM, "Automation in Recruitment: Best Practices," available at SHRM.org.

NEW QUESTION # 18
A recent company survey shows that 70% of employees report not having mastered the skills needed to do their jobs. Which approach to learning and development should the HR director implement to best help employees master the missing skills?

A. Gamify professional development opportunities.
B. Offer a diverse catalog of micro-courses.
C. Apply the forgetting curve.
D. Use pre- and post-training surveys.

Answer: B

Explanation:
* Targeted Learning: Micro-courses allow employees to focus on specific skills they need to develop, which can address the gaps identified in the survey more effectively than broader training programs.
* Flexibility: Micro-courses can be completed at an employee's own pace and are more adaptable to different learning styles, making them a practical solution for busy professionals.
* Engagement: Short, focused courses are more engaging and less overwhelming than longer training sessions, increasing the likelihood that employees will complete the training and retain the information.
References:
* SHRM, "Effective Strategies for Employee Learning and Development," available at SHRM.org.
* SHRM, "Microlearning: Maximizing Employee Training Programs," available at SHRM.org.

NEW QUESTION # 19
During her first week, the new HR generalist spends time observing different workgroups to understand the business better. She overhears a supervisor say to a pregnant employee that she's been forgetful lately because of her "baby brain." The comment stays on the HR generalist's mind, and she is unsure if she should say something. What is the BEST thing for her to do?

A. Approach the pregnant employee to ensure the comment did not upset her.
B. Report her observations to the VP of HR.
C. Consult with a peer to determine if the comment is acceptable or not.
D. Continue learning about the company culture to understand the context.

Answer: D

Explanation:
The HR generalist displays the global and cultural effectiveness competency by recognizing that the pregnant employee is being stereotyped by her supervisor. The HR generalist should take action. Since she is new in her role, she should consult with her supervisor, the VP of HR on the company procedure to address these kinds of inappropriate comments.

NEW QUESTION # 20
......

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