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SHRM-SCP Exams Collection | SHRM-SCP Valid Exam Experience

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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions (Q66-Q71):

NEW QUESTION # 66
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. Offer a diverse catalog of micro-courses.
B. Use pre- and post-training surveys.
C. Gamify professional development opportunities.
D. Apply the forgetting curve.

Answer: A

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 # 67
What would be the next course of action for you to get this position filled?
As a recruiter, you are having a difficult time filling a civil engineer position that has been open for a few months. Few qualified individuals have applied, and the passive candidates who you've contacted haven't returned your calls. You've been aggressive in your advertising approach (in fact you've exceeded your advertising budget), but it's proving to be difficult to find quality candidates in this competitive market.

A. Work on obtaining additional budget, and post more job advertisements.
B. Change the requirements for the job: it could be that they are hindering potential applicantsfrom applying.
C. Re-assess the salary and benefit package for the position.
D. Have a brainstorming session with the hiring manager, and ask for ideas and suggestions.

Answer: D

Explanation:
The hiring manager knows the position and the industry best, he/she can give expert insight into the next steps in the recruitment strategy,'.

NEW QUESTION # 68
A group of seven managers is meeting to discuss restructuring the geographic areas that their sales teams support. They make a list of factors that will support the restructure as well as a list of what might hinder it. They then rate each factor depending on its importance.
What kind of decision-making tool are they using?

A. Force-field analysis
B. Cost-benefit analysis
C. Multi-criterion decision analysis
D. SWOT analysis

Answer: A

Explanation:
The managers are conducting a force-field analysis and identifying factors that help and hinder the proposed restructure. As a result, the team can determine which possibilities they should pursue further and which ones to stay away from.

NEW QUESTION # 69
The company decides to focus on utilizing the creativity, skills, and knowledge of its employees to achieve their long-term goal of becoming a leader in corporate sustainability.
To accomplish these goals, the company needs to retain their top talent. The CEO asks the CHRO to develop a retention strategy and wonders if of fering substantial pay increases will be necessary. What suggestion should the CHRO make?

A. Give employees a pay increases each time the company reaches one of their strategic goals.
B. Develop an aggressive lead market compensation strategy.
C. Improve company benefits in addition to a moderate pay increase for all employees.
D. Conduct an employee survey and focus group to determine what motivates the team.

Answer: D

Explanation:
The CHRO displays the communication competency by not assuming that the rate of pay is the only thing that motivates employees. Instead, the CHRO seeks to develop an understanding about what employees truly want. Focusing company resources on what truly motivates employees will be more successful in retaining them than just increasing their pay. An employee survey and interviews will be a good foundation to develop a successful retention strategy.

NEW QUESTION # 70
At a regional power company, managers are in charge of assigning training and development opportunities to their employees. These opportunities are sponsored by the company, and employees are entitled to their regular pay while attending training and development sessions. Recently, there has been a growing number of complaints that managers were engaging in favoritism by only assigning these training and development opportunities to their favorite employees. Favoritism violates company policy, which states that all employees must be given equal opportunities. The HR director aims to address this issue.
Some managers claim that they assign training and development opportunities to their high-performing employees as they believe it is an incentive to stay at the company. How should the HR director determine whether this has been effective as an objective?

A. Analyze the association between employee turnover rates and participation in training and development.
B. Review employee turnover rates to determine whether there is actually a need to incentivize retention.
C Examine industry trends on the effectiveness of training and development on employee retention
C. Survey high-performing employees on whether they feel training and development opportunities encourage them to stay at the company.

Answer: A

Explanation:
* Objective Measurement:
* Data Analysis: Analyzing the association between turnover rates and participation in training provides objective data on whether the training initiatives are influencing retention.
* Correlation: Identifying a correlation between training participation and lower turnover rates would suggest that the strategy is effective in retaining high-performing employees.

NEW QUESTION # 71
......

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