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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q340-Q345):

NEW QUESTION # 340
In order to effectively lead the new sales-driven culture that the general manager wants to see in stores, the store managers need some sales and leadership training. The CEO comes across free online training modules that he wants the HR team to roll out to the store managers. However, the HR manager believes an in-person custom training would be the best option to achieve the desired results. What should he do?

A. Develop an in-house training program that is cost-effective but delivers more value than thefree online training modules.
B. Research different training options, conduct a cost-benefit analysis of the top choices, andthen meet with the general manager to recommend the most effective training option.
C. Meet with the store managers to find out which training option they would prefer toparticipate in.
D. Gather information about the free online training, and develop a plan to roll it out to thestore managers.

Answer: C

Explanation:
The HR manager displays the relationship management competency by researching and gathering data before meeting with the CEO to make a recommendation. By looking at the problem through the CEO's eyes and comparing options for cost and effectiveness, he can prepare to answer any questions the CEO might have. Then, the HR manager can gain the CEO's support in choosing the best available training option for the management team. Rolling out the free online training modules might not be in the best interest of the company. Asking the store managers for their preferences also does not help HR find the most effective training option. Ifs unknown if the HR team has the resources and abilities to develop an in-house training program.

NEW QUESTION # 341
How would you appeal to senior finance leadership and convince them of the importance of this program?

A. 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.
B. Put together a comprehensive document that defines eligibility requirements, high-potential employees who may participate, a timeline, marketing material, and acommunication plan.
C. 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.
D. 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.

Answer: D

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 # 342
What would be a creative and effective way to improve communication across the organization ?

A. Offer cultural sensitivity training for the entire organization.
B. Require language classes for each of the dialects spoken in the organization.
C. Organize on-site social activities to take place during work hours.
D. Pair up individuals from different cultures on specific work assignments.

Answer: A

Explanation:
Encouraging social connections will help work interactions as well. If the social activities occur on site during work hours, employees are more likely to attend than if they are of fsite or on employees' own time.

NEW QUESTION # 343
The new organizational strategy affects all employees, and the executive team is discussing ways to communicate it to the store and warehouse personnel. They decide to hold staff meetings with each workgroup. What can they do to ensure that the meetings are successful?

A. Conduct focus groups within the meetings.
B. Start the meetings of f with an icebreaker activity.
C. Choose a presenter who understands the audience,s needs and perspectives.
D. Provide lunch for employees while presenting a detailed slide show presentation.

Answer: C

Explanation:
An impactful communicator is most likely to successfully communicate the message. He should be engaging and credible, understand the employees' needs and perspectives, and communicate a clear message. An icebreaker activity would not be appropriate for this kind of meeting. Providing a detailed slide show presentation can overwhelm the employees with information. Focus groups are also not the right medium to communicate the change because they are used to gain information rather than disseminate it.

NEW QUESTION # 344
A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants' criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
Despite the HR director's insistence, the recruitment director continues to hire without conducting background checks. Which is the best action for the HR director to take to ensure that background checks are conducted?

A. Ask the recruiting director to conduct background checks on a trial basis to determine how disruptive they are to the process.
B. Tell the recruitment director that HR will not process new hires unless that candidate has had a background check.
C. Ask a senior leader to mediate the disagreement and have the power to make the final decision.
D. Meet with the recruitment director to discuss concerns and jointly develop ideas on how to find a compromise.

Answer: D

Explanation:
The HR director should take a collaborative approach to resolve the disagreement with the recruitment director. This strategy helps in several ways:
* Open Communication: By meeting with the recruitment director, the HR director can explain the importance of conducting background checks, especially in protecting intellectual property. This opens up a dialogue where both parties can voice their concerns and understand each other's perspectives.
* Building Trust and Cooperation: Engaging in a joint discussion fosters a cooperative environment. It allows both directors to work together towards a mutually agreeable solution, increasing the likelihood of successful implementation of the guidelines.
* Finding a Compromise: This approach allows for the development of a compromise that addresses both the HR director's concern for security and the recruitment director's concern for efficiency. For example, they might agree to streamline the background check process to minimize delays.
* Aligning Goals: This meeting can help align the recruitment team's practices with the broader organizational goals, ensuring that all departments work towards common objectives.
References:
* SHRM-SCP Exam Content Outline
* SHRM guidelines on conflict resolution and strategic HR management

NEW QUESTION # 345
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