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SHRM SHRM-SCP Exam Syllabus Topics:

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

1. A newly hired chief human resource officer (CHRO) discovers a flaw in the time-keeping policy that allows senior executives to receive full salaries and benefits without working the expected full-time hours. The CHRO reviews corporate data and identifies three senior executives in the sales department who regularly worked half the expected full-time hours for the past two years. The CHRO also discovers that the sales department has the lowest levels of employee engagement and morale across the corporation. However, the CHRO knows these three senior executives have been with the corporation for over a decade and have established strong alliances with the CEO. The CHRO presents the issue to the CEO and learns the CEO was unaware of the flaw in the policy. The CHRO and CEO agree to discuss the issue during the next executive team meeting.
Prior to the executive team meeting, the three sales department senior executives confront the CHRO in person. The executives state that working less than the expected full-time hours is justified because the CEO has made them return early from vacation on multiple occasions. How should the CHRO respond?

A) Explain to the senior executives why it is unfair for them to work less than the expected full-time hours.
B) Suggest the senior executives speak to the CEO about their concerns.
C) Offer to schedule a meeting with the executives to discuss their concerns.
D) Advise the senior executives to start working the expected full-time hours to avoid disciplinary action.

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

3. What is the most significant morale destroyer that middle managers of ten face as a function of their role?

A) Changing directives from upper management
B) Alack of authority from upper management in application of policies
C) Low compensation relative to the level of responsibility
D) Difficult employee relations issues

4. What is the most important action to take before initiating recruitment efforts to fill an open position?

A) Determine where the position will be advertised.
B) Build a candidate pipeline.
C) Define the skills needed for the position.
D) Determine the appropriate compensation level for the position.

5. What is the MOST significant reason why a company would want to invest in leadership development and succession planning?

A) It results in higher employee engagement and lower turnover.
B) A competitive labor market makes it difficult to hire leaders externally.
C) Sharing leadership responsibilities allows companies to succeed in a rapidly changingenvironment.
D) Employees are more likely to meet and exceed performance expectations.

Solutions: