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

1. Why is it essential that a company works hard to build a comprehensive diversity and inclusion program?

A) Because it has a direct impact on the company s prof itability
B) Because it is necessary for building a positive company reputation
C) Because it helps employees and managers approach situations from different perspectives
D) Because it is difficult to change deeply held beliefs, assumptions, and habits

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

3. The marketing department at a large financial services company chooses five high-performing staff members every year to receive a performance award, which includes a monetary reward and recognition at an end-of-year meeting. Employees are chosen by managers in the marketing department. Each manager nominates two direct reports, and then all managers meet as a group to discuss nominees until a consensus is reached. The names of the winners are given to HR for final approval. The marketing department is preparing to begin this year's nomination process. There have been repeat winners in each of the last three years. A marketing employee files a complaint with the HR director about favoritism in the award process.
Additionally, the employee points out that newer employees rarely win the award, which lowers their morale.
New employees tend not to win because they spend a couple of years training and shadowing experienced employees before receiving tasks to perform independently.
The employee who submitted the complaint asks the HR director to provide more opportunities for new employees to be recognized. Which action should the HR manager take?

A) Announce the names of new employees at the end-of-year meeting.
B) Require each years group of nominees to include at least one new employee
C) Suggest managers give new employees more informal recognition which will increase the performance.
D) Send an email to new employees each year thanking them for their contributions.

4. A global manufacturing organization is dealing with a high level of attrition among machine operators as well as difficulty recruiting machine operators at a recently acquired factory. The HR director is attempting to address the issue. During exit interviews, multiple employees mention they are leaving to take higher-paying jobs at other companies in the area. The HR director of the factory in that country believes that the company needs to raise the salaries of the machine operators to address this. The HR director contacts the chief human resource officer (CHRO) to discuss the need for a salary adjustment. The CHRO is located in another country and has never been to the country where the factory is located. The CHRO reviews the most recent salary study for the region and indicates that the salaries the company is paying are competitive with other companies in the region. The CHRO also says that due to recent increases in operating expenses and declines in revenue, it would be financially irresponsible to provide raises.
If the HR director does secure a salary raise for the machine operators, how should the HR director assess whether it is effective in dealing with the machine operator recruitment and retention problem?

A) Compare machine operator turnover statistics in the year following the raise to the year before the raise.
B) Conduct focus groups with machine operators to gauge their sentiments regarding the raise.
C) Conduct monthly pulse surveys with machine operators to gauge the overall morale of the machine operators.
D) Review time-to-fill statistics for all machinist vacancies both before and after the raise.

5. Which element is fundamental to an inclusive global workplace?

A) A company with a variety of social and cultural identities among its staff
B) A firm that has an active diversity and inclusion policy
C) A workplace that values individual and group differences
D) An organization that has numerical representation of individuals from different backgrounds

Solutions: